The Inclement Weather Test: Understanding Employee Personas and Their Role in a Workplace
Every manager has their own way of understanding team dynamics, but one clever approach is what I like to call the “Inclement Weather Test.” This simple framework reveals how employees respond to ambiguity — like deciding whether to go into the office during a snowstorm — and sheds light on their work styles and value to the organization.
Here’s the setup. When bad weather strikes, employees typically fall into one of three categories:
1. The Policy Wonks
These are the rule-followers. In the absence of a formal inclement weather policy, they rely on past precedents and institutional knowledge to decide what to do.
Profile: Often the longest-tenured employees, they carry the history of “how we’ve always done things.” They value consistency and predictability, and they thrive in environments where clear policies are in place.
Value: While they may not often take the lead, they are essential for keeping the ship steady. They ensure the 2s and 3s below don’t deviate too far from established norms. Their “just tell me what to do” attitude makes them reliable doers.
2. The At-All-Costs Crew
These employees are determined to show up, no matter what. Unless explicitly told to stay home, they will brave the elements to be at the office.
Profile: They’re often loyal, hardworking, and eager to prove their dedication. For some, it’s about personal pride; for others, it’s about positioning themselves for growth and recognition.
Value: Their drive to “always be there” makes them the backbone of the team. They lead by example in terms of commitment, but they also need the steadying influence of the Policy Wonks to ensure their efforts are aligned with organizational priorities.
3. The Rule-Makers
This group is self-directed. They’ll decide for themselves to stay home and inform their boss later, often with the phrase, “I’ll be working remotely if you need me.”
Profile: These employees can be polarizing. On one hand, they demonstrate initiative and confidence — hallmarks of leadership potential. On the other, their independence can come across as arrogance or a lack of accountability.
Value: When cultivated correctly, this group can become the next generation of leaders. However, left unchecked, they risk alienating colleagues or undermining team cohesion.
Why All Three Groups Are Essential
Every organization needs a mix of these personas to thrive. The Policy Wonks provide structure and continuity, ensuring that institutional knowledge isn’t lost. The At-All-Costs Crew brings energy and loyalty, pushing the team forward with their tireless dedication. And the Rule-Makers inject innovation and leadership, challenging the status quo when necessary.
Balancing the Dynamics
For managers, the key is recognizing the strengths and limitations of each group and creating an environment where they complement each other:
The Policy Wonks need clear guidelines and reassurance that their adherence to rules is valued.
The At-All-Costs Crew thrive with recognition for their efforts but also benefit from guardrails to prevent burnout or unnecessary risks.
The Rule-Makers require mentorship and a framework to channel their independence constructively, helping them balance autonomy with collaboration.
