There’s a moment every leader faces—when you’re looking at your team and wondering who’s truly lifting the business up… and who’s weighing it down.
Not every employee contributes equally to your company culture and productivity. Some are bright spots. Some are work-in-progress. Others are quietly (or loudly) pulling your organization in the wrong direction.
I coach leadership teams to use a clear and practical framework for understanding employee dynamics:
Puppies, Stars, Rats, and Terrorists.
Each type plays a unique role in shaping your company’s performance, and knowing who fits where is the first step to scaling success and protecting your culture.
Let’s break it down.
The Four Types of Employees
- Puppy – Eager Yet Inexperienced
Puppies bring energy, curiosity, and optimism to your team. They’re usually new to the organization or role and are still learning the ropes.
They may slow productivity initially—but they’re worth the time. Puppies are your future stars if you pour into them. They crave mentorship, clear expectations, and growth.
Think: fresh enthusiasm + coachability = long-term value. - Star – Confident and Consistently Excellent
Stars are your high performers. They’re reliable, consistent, and operate from a place of ownership. They bring results and also elevate the people around them.
Stars often lead informally because others are drawn to their example. They don’t need hand-holding—they need challenge, recognition, and space to shine.
Think: high impact + high values = multiplier effect. - Rat – Subtly Disruptive
Rats fly under the radar. They aren’t blowing things up, but they’re quietly spreading negativity. Gossip. Eye rolls. Avoiding responsibility. Low trust. Low effort.
They may be skilled, but their attitude causes friction. Rats can stall momentum and pollute your culture without ever being overt. Occasionally, with coaching and realignment, a Rat can become a Puppy—but it takes honest feedback and willingness to change.
Think: quiet resistance + unchecked behavior = cultural erosion. - Terrorist – Actively Destructive
Terrorists are toxic. They’re actively working against your team’s goals and leadership. Whether through defiance, sabotage, or recruiting others to their negativity, they are a threat to morale, productivity, and retention.
Terrorists rarely shift to a more positive role because they fundamentally reject your company’s values. Acting quickly and decisively here isn’t just important—it’s necessary.
Think: culture killer + deep misalignment = immediate intervention.
WHY PUPPIES AND STARS DESERVE YOUR ATTENTION
Stars Drive the Business
Stars should get the bulk of your attention—not just because they get results, but because they inspire and model excellence.
Pour into them. Ask what’s next for them. Recognize their efforts. Give them stretch opportunities. Let them mentor others. When a Star feels seen and supported, they often stay—and help you build the team you’re dreaming of.
Puppies Become the Future
Puppies need your time and patience. Yes, it’s easier to coach a star. But Puppies are investments. With the right training and culture fit, they’ll become the Stars of tomorrow.
Give them clear expectations, regular feedback, and a mentor to learn from. When they feel valued and supported, Puppies bring enthusiasm and fresh thinking—and often deep loyalty.
WHY RATS AND TERRORISTS REQUIRE BOUNDARIES
Rats Make a Mess
Rats drain energy—not by doing big, noticeable things—but by making everything just a little harder. They cut corners. They blame others. They disengage and pull others with them.
You can try to coach a Rat. But if you’ve already done that with little movement, it’s time to ask whether they belong on your team. Protect your culture. Your Stars and Puppies are watching.
Terrorists Destroy From Within
This is strong language for a reason. A Terrorist on your team is not just unhappy—they’re undermining the mission. They are misaligned at their core, and their actions chip away at safety and trust.
In most cases, this is not a coaching opportunity. It’s a culture emergency. Removing them protects your values and tells the rest of the team that toxicity has no place in your company.
HOW TO APPLY THIS FRAMEWORK
Hold a leadership team discussion.
Print your team list and sort each name: Puppy, Star, Rat, Terrorist.
Be honest, not just about performance—but about attitude and alignment.
Design your leadership energy plan.
Spend 80% of your coaching and development energy on Stars and Puppies.
Have courageous conversations with Rats.
Address or remove Terrorists with urgency.
Create clear definitions.
What does a Star look like here?
What are the behaviors of a Puppy?
Define your non-negotiables.
Review quarterly.
People evolve. Some Puppies become Stars.
Some Rats can shift—if they want to.
Make these conversations a normal part of your leadership rhythm.
CALL TO ACTION
If you haven’t done this exercise lately, now is the time.
Print your org chart. Sort your team. Start the conversations.
Your Puppies and Stars are waiting to be seen—and your culture depends on it.