Employee engagement and productivity remain pressing concerns for organizations, especially with ongoing changes in how, when, and where people work. Recent research by McKinsey sheds light on six distinct employee personas, each exhibiting varying levels of satisfaction, engagement, and performance. The archetypes are: 1) The quitters (estimated at around 11%) are those on their way out or already gone. 2) The disruptors (estimated at 10%) are actively disengaged and likely to demoralize others. 3) The mildly disengaged (approximately 32%) are performing at the minimum level. 4) The double-dippers (about 5%) spread across the satisfaction spectrum, including full-time salaried workers who hold two or more jobs simultaneously, often without their employers’ knowledge. 5) The reliable and committed (about 38%) consistently going above and beyond. 6) The thriving stars (4%) are the top talent in an organization bringing disproportionate value. While employee archetypes and frameworks have existed in the employee engagement domain for many years, these classifications can sometimes help pinpoint talent risks and strengths, guiding tailored talent actions. The article outlines actions for each archetype. As a bonus, here is my employee retention risk template, which can help identify and address unwanted retention risks.