The Employee Engagement Scale

To help leaders understand the different levels of commitment within their organization. This scale consists of five main phases, each representing a progressively more positive attitude:

1. Rotten Apple: These employees are defiant, cynical and hesitant to buy into what the organization is trying to accomplish. Just like one rotten apple can spoil the entire barrel so can this type of employee, their negativity can and will spread throughout your organization.

2. On the Fence (In Limbo): Similar attitude of Rotten Apples but show potential for change

3. Just Enough: Employees who meet only the minimum requirements; they will complete tasks when requested but seldom take the initiative to go beyond what is expected.

4. Rising Star: Employees who consistently exceed expectations and proactively take initiative.

5. Unicorn: The pinnacle of commitment, marked by drive, steadfast dedication and an optimistic mindset.  They also have the ability to inspire and lead others.

1. The Rotten Apple

Rotten Apples are employees whose toxic attitudes, poor performance, or resistance to accountability can harm team morale and productivity. Their presence often drains energy, creates tension, and undermines standards. Without correction or separation, they risk spoiling the broader culture by influencing others in unproductive or toxic ways. Addressing their behavior quickly and decisively is essential to protect the health of the organization.

1. Oppositional Behavior: These employees often actively debate or ignore feedback, refusing to follow instructions and creating a stream of negative comments.

2. Resistance to Authority: They may undermine a supervisor's authority, which can hurt productivity and morale within the team.

3. Uncooperativeness: Defiant employees might struggle to work well with others, showing reluctance to collaborate or contribute positively to team efforts.

4. Inflexibility: They are often resistant to change, refusing to adapt to new processes or organizational shifts.

5. Negative Attitude: This type of employee may consistently display a negative demeanor, affecting their interactions with colleagues and potentially damaging the team's reputation.

6. Lack of Accountability: Defiant employees might avoid taking responsibility for their actions, instead blaming others for any issues that arise.

   
   

These behaviors will create a toxic work environment if not addressed, impacting team cohesion and overall organizational performance.  I am very skeptical that employees who have reached this level will ever change. I view these employees through the Ebenezer Scrooge lens, meaning…nothing is likely to change them unless they see three ghosts who show them the error of their ways.  

Potential Positive Traits

· Experience: Many bad apples have years of experience in their field.

· Expertise: Sometimes referred to as “brilliant jerks,” are often held on to because they have valuable skills.

2. On the Fence Guys (In Limbo)

On the Fence employees sit at a crossroads—willing and capable of contributing but inconsistent in effort or attitude. They may fluctuate between engagement and disengagement, often following the energy of those around them. With proactive coaching and clear direction, these individuals can be redirected toward stronger, more consistent performance. They represent a pivotal group that can either elevate or erode culture depending on leadership attention.

1. Conflicted: Often this employee is being pulled in multiple directions, highly impacted by the employees or supervisors they spend the most time with.

2. Lack of Clarity: This employee usually has confusion and ambiguity towards how they feel they fit in the workplace and their general attitude towards the

3. Unresolved: How they feel about the mission and goals of the organization.

4. Ambivalent: Mixed feelings or contradictory feelings when it comes to overall attitude towards the organization.

5. Paradoxical: Traits and actions embody both positive and negative employee characteristics.

Potential Positive Traits

•Untapped potential: For whatever reason they usually haven’t shown what they are capable of.

3. Just Enough Guys

Just Enough Guys fulfill their job requirements reliably but rarely exceed expectations. They typically avoid conflict, maintain steady output, and prefer predictability over innovation. While their consistency can be valuable, their lack of initiative limits organizational momentum. With encouragement and meaningful recognition, some may be inspired to stretch beyond comfort zones and progress toward becoming Rising Stars.

1. Passive Performance: They will do and complete only assigned tasks and rarely take initiative. They find the sweet spot where they do enough to prevent loud criticism and can avoid disciplinary action.

2. Limited Engagement: Minimal interaction with team goals as well as a lack of enthusiasm towards workplace objectives.  These employees are reluctant to contribute beyond the basic job description and are often the employee who knows every policy

3. Compliance-Driven Behavior: Follow instructions precisely but without passion and will resist going above standard expectations. Focus on avoiding negative consequences rather than achieving excellence, are happy to find cracks and shadows to hide in.

4. Low Proactivity: These employees will wait to be told what to do and rarely volunteer for additional responsibilities. Demonstrate minimal problem-solving initiative

5. Bare Minimum Mindset: Complete tasks at the lowest acceptable standard and show little interest in professional development or growth. Selfish outlook on work and are happy to let others shoulder their load and will prioritize personal comfort over team need or organizational success.

   
   

These employees essentially operate with a "check the box" mentality, doing just enough to maintain their position without risking termination or significant reprimand. Most “Just Enough” employees believe they are much better employees than they actually are. This largely stems from the idea that they have checked all the boxes.

4. Rising Stars

Rising Stars are high-performing employees who consistently deliver exceptional results and make a noticeable impact on their teams. They demonstrate strong work ethic, initiative, and adaptability, often stepping up when challenges arise. While their skills or mindset may not yet place them in the elusive Unicorn tier, they display clear potential to reach that pinnacle. In some cases, they may be sharpening technical expertise, building leadership capacity, or refining interpersonal habits to fully maximize their influence. Recognized as valuable assets, Rising Stars bring energy, creativity, and reliability—making them role models in progress.

1. Vision: They have the ability to think and see differently than other employees and are courageous in pursuing innovative ideas.  They have the ability to see the big picture and are willing to take calculated risks to pursue excellence.

2. Intellectual: Seek truth and knowledge and are highly logical and analytical in decision-making.

3. Pace Setter: An exceptional team member who naturally inspires and leads others through their actions and performance.

4. Adaptable: Adjustable to change and open to new ways of doing things.

5. Energetic: The have the energy and stamina to push through challenges and often are the pace car for other employees.

Potential Negative Traits

· Burnout Risk: Due to their high levels of productivity and involvement in multiple projects, high performers are at risk of burnout. Overworking without proper recognition or reward can lead them to disengage or seek opportunities elsewhere

· Difficulty Delegating: High performers may struggle with delegating tasks, preferring to handle everything themselves to ensure quality, which can lead to overextension and stress.

· Impatience with Others: High performers may become frustrated with colleagues who do not meet the same standards, leading to tension within teams. They might feel compelled to take over tasks from less productive team members, impacting their own work-life balance

5. Unicorn (Rock Star, Catalyst, Phenom)

Unicorns represent the pinnacle of engagement—employees whose passion, excellence, and attitude elevate everyone around them. They embody the organization’s values, consistently exceed expectations, and actively inspire others to do the same. Unicorns are not only top performers but culture builders, setting a tone of positivity, accountability, and innovation. Their combination of skill, humility, and influence makes them catalysts for sustained success.

1. Leadership: Demonstrate leadership even if they are not in formal leadership roles.

2. Catalyst: Employee who inspires and drives change within an organization or community by fostering an environment that encourages innovation, collaboration, and growth.

3. Emotional Intelligence: Understands their emotions and those of others, which helps in managing conflicts and fosters a supportive work environment.

4. Coach and Mentor: Act as teachers and focus on the growth of individuals and teams, promoting lifelong learning and development. They understand that personal growth leads to organizational success.

5. Communicator: They communicate with passion, using stories to convey messages that resonate emotionally with their audience. This ability to inspire is crucial for rallying support for new initiatives.

Potential Negative Traits

· Anxiety and Stress: High performers often tie their self-worth to their achievements, which can lead to anxiety and stress. They may feel compelled to maintain their high standards out of fear of losing their drive or worth, resulting in a cycle of anxiety-driven performance.

· Competitive Nature: While competition can be motivating, an overly competitive mindset might create a hostile work environment or discourage teamwork if they prioritize personal success over team goals.

For a more discussions on the Talent and Toxicity Matrix, click to read https://www.pinioncompany.com/post/the-tnt-talent-and-toxicity-matrix.