Every Public Sector organisation across the world is facing some challenges caused by the current economic state, which means that - as part of wider organisational considerations such as property assets and reducing duplication - workforce make-up is crucial in helping Public Sector organisations to survive economic pressures.
The 'Always say yes' employee (aka Company Person) - Organisations - mainly those who have a Command-and-Control leadership bias - may perceive this type of employee to be ideal as they work hard and will do anything that is asked of them. They are highly compliant with organisational policies and procedures. In reality this type of employee will rarely offer challenge to something which could be improved upon out of worry that they might lose their job. This type of employee is mostly driven by money and status.
The 'Working themselves out of a job' employee (aka Free Agents) - This type of employee is highly committed to creating efficiencies and sustainability. Because they work collaboratively, line managers may think they are not delivering. Free Agents are driven by trust and selflessness. They are not motivated by status, only bringing out the best in others regardless of who they are - be that the Company Director, peer or administrator. Wherever possible they seek out WIN-WIN solutions, even if it means they work themselves out of a job. This type of employee enjoys variety and as such may be open to temporary contracts or even self-employment.
The 'Care enough to challenge' employee (aka Engaged) - Organisations may perceive this type of employee as disruptive as they are outspoken and stand up for what is right. This employee is driven by outcomes and passion to deliver high quality services to the customer and often share the values of the organisation they work for.
The 'Don't really want to be here' employee (aka Disengaged) - This type of employee wants to do well but lack confidence to admit a poor job fit out of fear of losing their job. They are often 'square pegs in round holes' and as such may be underperforming. When organisations give them the opportunity to work to their strengths and/or in a different environment, they will be more likely to change to an Engaged or a Free Agent employee type.
There are other types of employee made up of combinations of the above, such as a Disengaged Company Person or an Engaged Free Agent.