How employees’ work style can influence the workplace

Different employees have different work styles. Some like to find a “work-life harmony” – focused less on creating an equal balance between work and life, these workers try to find a harmonious relationship between work and life. And those who do like to focus on a “work-life balance” have strict boundaries on separating their personal life and their work life.

But did you know, according to a recent study by Gallup, that workers generally fit into two categories? The two categories, splitters and blenders, approach work in different ways, and therefore can influence workplace culture and productivity. Here’s how to manage both types of workers and accommodate their different styles.

Splitters vs. blenders: What’s the difference?

According to Gallup, workers are evenly divided into two categories: splitters and blenders. As the names suggest, blenders like to blend their work and their personal life, while splitters like to keep their personal and professional life split. 

On-site workers tended to be splitters. Over half (59%) of production and frontline workers are splitters. Managerial positions are divided almost evenly, with 51% blenders and 49% splitters. Other jobs are close to even as well, such as white-collar and healthcare workers.

Gallup’s research also found that generations are pretty evenly divided between splitters and blenders. However, older millennials tend to prefer blending (56%) and baby boomers prefer splitting (55%).

Gallup’s research also found blenders were more likely to be looking for another job and reported slightly higher levels of burnout compared to splitters.

How to accommodate work styles

Taking work styles into account is a great way to make sure that employees are engaged and productive. Although Gallup found that the percentage of engagement and overall level of thriving between the different work styles were nearly equal, knowing how splitters and blenders do work differently can help HR keep them happy and fulfilled – and improve retention.

It may be a good idea to take a poll with the simple question, “In your best life imaginable, would you prefer a job that is 9 to 5 where work and life are separated, or one where work and life are more blended throughout the day?” to gauge how many splitters and blenders you have in the workplace. 

For blenders, to maximize productivity and engagement consider:

• Allowing flexible work to allow workers to get their work done when they see fit after work hours or on the weekend, or
• Focusing more on work output and results than strict office schedules and time management.

For splitters, you may want to consider:

• Helping workers create time boundaries during non-work hours and weekends, or
• Setting up realistic timelines to work on projects without having to bring work home.