What opportunities are in store for them? "The Checked Out persona needs help and they need it now. They have low empathy and relational connection—this, combined with high anxiety, means they can be impulsive and frequently overreact," the authors write. "How can you support them? Start with the basics by helping them learn to manage their financial and work stress. Then show them how to build their connection to work and their teammates."

3. Status quos

They believe life is good just as it is—they have low agility but moderate resilience, which provides the balance they like: a stress-free cruise. They don't extend a great deal of effort to learn, adapt to new people, or improve well-being habits like diet and exercise. Nearly two-thirds (63 percent) report low connection to work; 94 percent do not enjoy finding and solving everyday challenges; they score low on meaning and purpose; and 30 percent are managers.

What opportunities are in store for them? "They are stuck, along with the employees that report to them, until they embrace a growth mindset," the authors write. "How can you support them? You can give them a chance to build a mindset of success, connect to your core values, and work on building empathy."

4. Strivers

These workers exhibit high anxiety, feel a sense of pressure, and lack awareness that their thinking is limiting their potential. Without resilience, they're unable to focus or use their time properly, get frustrated, and disengage, which leads to burnout. Two-thirds (66 percent) experience more negative than positive emotions; 54 percent have increased risk of anxiety; 27 percent have increased risk of depression; and 37 percent are managers.

What opportunities are in store for them? " Strivers are brimming with untapped potential. They have a growth mindset full of meaning and purpose, and they desire innovation, risk, and learning," the authors write. "How can you support them? Give them ample opportunities to learn, grow, and seek new challenges. However, it's critical to help them learn how to change their stressful thought patterns and manage their anxiety."

5. Stressed superstars

Some folks want to do it all, but their high-wire act comes with a cost: They have the highest work-life conflict, which drags on their full potential. While they have low absence and depression rate and 79 percent report strong emotional control, 100 percent report time and work-life conflict. More than a third (38 percent) are managers.

What opportunities are in store for them? "They're highly agile and resilient, natural leaders who thrive in an environment of change and opportunity," the authors write. "They identify with their work and are the most committed to ongoing learning and creatively adapting. Their positivity, self-confidence, focus, problem-solving skills, and empathy make them feel like they can do it all. How can you support them? Help Stretched Superstars uncover the thinking patterns and inner conflicts that fuel their time-management stress."

6. Change masters

Workers with this persona are "the benchmark all others should strive toward." Three-quarters (75 percent) see the purpose in their work; 66 percent have strong networks; 91 percent report strong problem-solving skills and 39 percent are managers.

What opportunities are in store for them? "A combination of high adaptivity and strong resilience skills means they have the cool, calm, collected attitude to manage stress and challenges while still embracing innovation and delivering high performance," the authors write. "How can you support them? Since Change Masters are deeply human with strong empathy and interpersonal adaptability, providing opportunities to coach and lead teams will benefit not only this group but all others."

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