Picture a cart that needs to be moved forward. That cart is your organisation. According to Performia International, every team is made up of five distinct types of people — and knowing which is which determines how far your organisation actually goes. Identifying each is important for the organization's success.

The critical insight is this: the last two types do not merely underperform — they make everyone else's work harder. Identifying them early is just as important as developing the first two.

This person knows exactly where to go and what to do. They take full responsibility for their role and push the organisation forward without needing to be managed closely. They are the engine of any team.

Give them autonomy, meaningful challenges, and recognition — they thrive when trusted and rewarded. If neglected or micromanaged, they will lose motivation and leave, taking their output and institutional knowledge with them.

This person has a strong willingness to work, learn, and improve. They are not yet a Performer, but with the right guidance and training, they will be. They are your best investment.

Invest in their development with clear goals, mentorship from Performers, and structured feedback. Without that investment, their potential stalls and they either plateau permanently or drift toward becoming a Less Effective Doer out of frustration.

This person is willing to work but their contribution does not make much of a difference to the overall result. They are present and cooperative, but the impact of their effort is limited.

Assign them clearly defined tasks with measurable outcomes and close supervision to keep them on track. Left unmanaged, they quietly consume time and resources while producing little, often without anyone noticing until the damage has accumulated.

This person goes up and down. On some days they help, on others they hinder. Their inconsistency makes the work of everyone around them harder and less predictable.

Identify the root cause of their instability — whether personal, environmental, or relational — and address it directly and promptly. If ignored, their erratic behaviour spreads uncertainty through the team, eroding trust and disrupting the performance of otherwise stable colleagues.

This person is actively working against the organisation — but hides it behind a pleasant, cooperative exterior. Of all five types, this is the most dangerous, particularly when they go undetected.

Once identified, act decisively — this is not a coaching situation, and prolonged attempts to reform them will only give them more time to cause damage. Left in place, a single Suppressive Person can neutralise the efforts of an entire team and drive your best people out.