4 Personality Types of Ex-Employees
December 02, 2009
People change, fact of life. And organizations change too, much like a evolving mass of ideas in a constant state of flux. Trouble brews when the lines connecting the goals of an individual to that of an organization diverge and go out of alignment, add to that the job hopping typically associated with Gen-Y folks and an entire generation of baby boomers heading towards retirement – and you have a whole lot of leaving coming around (pun intended).
But, as any seasoned HR Pro will agree, not all people have an equal capacity to maintain their maturity when it comes to letting go. Whereas the more wise will leave gracefully, an awful lot will act like a child with an ego hurt; the first question hence comes to mind – “how difficult is it going to be to ask this person to leave and see them through the exit process." Another factor, and perhaps one that is more important to the employer is “how much will the business be affected negatively if this person leaves?”
Let’s equate these factors against each other as a measure to assess an employee’s work style based on the way they behave while parting ways.
Peaceful Impacter – These individuals are usually very understated, and most likely introverts. But that does not mean their work has to be understated too; because of the highly efficient methods they deploy at work (by coming up with creative solutions) and their adaptable nature… it becomes very is hard to find faults with their work. In fact, it’s your turn to be alarmed if this person leaves or is contemplating leaving your organization, because they will do so in a very matter-of-fact manner once they make their mind up.1. Needs their space.
2. Will work uninstructed in ideal conditions.
3. More likely to come up with breakthrough ideas.
4. Might seem arrogant and indifferent on the surface.
5. They strive to find meaning in their work.
1. They need people to listen to them.
Arrogant Influencer – It is said that in organizational life, one can either have freedom from others or influence over them. Never both things at the same time. Individuals in this quadrant choose to exert influence on others as opposed to enjoying freedom from them, they control people and get work done through them (and that’s the impact they bring). Being arrogant, like micromanagement, is often not a choice, it’s a conditioned thought pattern. Needless to say, the tolerance for such employees differs based on the organizational climate.
2. Will seem inseparable from the organization.
3. Can be, and mostly will be pushy.
4. Yields authority, of that, there is no doubt.
5. More likely to delegate, direct or supervise work.