4 types of employees and how to manage them right

Does your employee wake up with excitement for the new working day, or does he silently cry that heartbreaking “tell me why, why me?”. 

How about this? Every single person is having something to give to this world, however pathetic that sounds, but a manager’s role is to find the right work to do for every member in the team. 

But people are so different! They are, but there are no bad, lazy, selfish creatures, only looking to take the restaurant’s profit doing nothing (eventually, not everyone is made that way). The truth is that humans want to be better. A manager should be able to find a suitable approach and motivation for anybody. 


Once thinking this way, Paul Hersey and Ken Blanchard started to wrack their brain around the problem and, aha!, came up with an idea to divide employees into 4 different groups. Accordingly, every group has a unique way of management.

Long story short, that’s how the situational leadership theory was born.

"A trainee" has high levels of commitment, but lacks skills and professional knowledge.

The benefits of the trainee are:

– he’s full of energy, has a desire to learn and work;

– he has no idea of “how it should be”. This kind of employee won’t question your decisions and directions or give advice;

– he’s the most loyal to the company, because he feels your trust and wants to prove himself.

The disadvantages are:

  • trainee doesn’t know much and constantly makes mistakes, needed to properly learn of course;
  • he has minimal competence;
  • and requires constant mentoring and supervision.

How to manage “a trainee”:

  • set a specific task. For example, “today you are going to learn how to make an espresso”;
  • show him how to do it. Personal example works best in this case, because he understands that you know everything, and he won’t be able to trick you in any way. This also increases loyalty to a manager;
  • provide your guidance at first;
  • constantly monitor his actions and make comments in order to improve his work;
  • give feedback, both positive and negative. You could say: “Today you have a much better espresso cream, but you spoiled it using a cold cup, so you should redo it.”

Don’t forget to praise him! Your attention and recognition can be much more incentive than monetary reward. The most important thing is that he gains knowledge, acquires professional skills, but at the same time does not lose his personal motivation to grow. Therefore, any criticism or remark must be fair, well-grounded and said with positive intentions.

"A star" has both a strong commitment and high professional knowledge and skills.

A star has a lot of advantages and generally easy to work with:

  • does his job perfectly;
  • loves his job and wants to evolve in it;
  • ready to take responsibility and not afraid of difficulties.

The disadvantage is that under the influence of various factors, a star can lose motivation for work.

How to manage “a star”:

  • trust him and delegate certain tasks. He could create a work schedule for employees or have other organizational duties;
  • develop his leadership and professional qualities. Conduct educational trainings or master classes. Advice or give him books to read, send to competitions and let him feel at the top of the game. React to his comments and feedback.

These employees are the first candidates for promotion. They have high loyalty to the company and a desire to reach new heights. However, remember that every employee (even “a star”) has the right to make mistakes, and a manager is the responsible one for the final result.

"An eclipse" has high professional knowledge and skills, but lacks commitment.

The benefits of an eclipse are:

  • he can do the job well;
  • he has great competence.

As disadvantages eclipse:

  • lacks motivation;
  • doesn’t want to take on responsibilities because of self-doubt;
  • acutely perceives any comments on his work, considering it to be an undeserved criticism.

How to manage “an eclipse”:

  • it is necessary to talk openly with the employee and find out what is the reason for decrease in his motivation. Some employees lose interest in work due to the lack of perspective to grow, someone needs external stimulation, others believe that they are not appreciated. There can be a lot of reasons, which should be identified and resolved;
  • delegate certain tasks to “the eclipse”;
  • encourage an employee to share his ideas and feedback;
  • show interest to the employee’s personal life, and praise him for achievements. This is one of the most difficult types of staff to manage. There are many positive aspects, but a lack of motivation and fairness can lead to a decrease in the quality of work, and then to an employee’s dismissal.

Remember that an employee can simply outgrow his position. If you cannot offer him a promotion, be ready for his leave in the nearest future. You shouldn’t promise an employee something that you can’t fulfill. This will lead to more demotivation.

"A burden" lacks both commitment and competence.

There are no benefits as such, but this kind of employee includes all the disadvantages of the three types described above.

How to manage “a burden”:

  • give him clear instructions;
  • show a personal example;
  • control every process;
  • give a substantiated feedback;
  • provide him with extra training;
  • arrange a variety of internal promotions to increase loyalty to the company and stimulate the employee. This includes team buildings, competition for the best employee or sales manager.

However, it is worth remembering that if an employee does not want or cannot do the work, then he could be in a wrong place. It is important to accurately convey this information to him and part friends.

Now you know how to manage your employees! Have you already started to identify the types? But probably still thinking on how to remember everything about every given employee! Their performance, their failures and wins, their weaknesses and strengths. It’s a lot to do! Or maybe you don’t need to keep all that in mind, because…

Mr. Tomato went even further! Artificial intelligence powered app personalize a training program for EVERY newcomer! The system generates thousands of questions, defining the topics that are tricky for a newbie. Gamification ensures that an employee remembers 3x more than during an “oldschool” training. You can add any questions and define when exactly an employee will have to refresh his memory – just set the date in the application, and it will do everything for you!

On top of that, Mr. Tomato contains every employee’s profile and provides you with transparent statistics. You don’t even need to think, Mr. Tomato proves it to you with numbers and facts!

Are you all ready to win a restaurant game? Ready steady go!

Take a look at how Mr. Tomato can be tailored to your restaurant’s specific needs

Case Studies in Success

Mr. Tomato became one of those promising tech solutions Eurasia decided to try out. We were more than happy to help Eurasia get up and running with Mr. Tomato as soon as possible.

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