Leading Teams with Different Workstyle Preferences

Leading Teams with Different Workstyle Preferences

In today's diverse work environments, managing teams with varied workstyle preferences can be challenging yet rewarding. Employees generally fall into two categories: splitters and blenders*. 

Splitters prefer a clear separation between work and personal life, adhering to a traditional 9-to-5 schedule. 

Blenders, on the other hand, integrate work and personal activities throughout the day. 

Understanding and accommodating these preferences can significantly enhance team performance, employee engagement, and overall job satisfaction.

*Source: Gallup Summit 2024

Topics Covered:

1. Understanding Splitters and Blenders

According to Gallup's research, the workforce is almost evenly split between these two workstyles. Each workstyle has its strengths and potential pitfalls:

  • Splitters thrive on structure and clear boundaries. They are most productive when they can focus on work during designated hours and attend to personal matters outside of work hours.
  • Blenders excel in flexible environments where they can alternate between work and personal tasks as needed. This flexibility can boost their creativity and reduce stress, provided it doesn’t lead to overworking.

    • 2. The Importance of Aligning Workstyles with Team Goals

    One of the key findings from Gallup’s research is that employees are most effective when their preferred workstyle aligns with their actual work conditions. Mismatches can lead to reduced engagement, increased burnout, and higher turnover. Therefore, managers must strive to understand their team members' preferences and find ways to accommodate them within the framework of the team’s goals and responsibilities.

    Strategies for Managing Splitters and Blenders

  • Set Clear Expectations:
    • Establish and communicate clear goals and performance expectations. Ensure that all team members understand their responsibilities and how their work contributes to the team’s objectives, regardless of their workstyle.

  • Foster Open Communication:
    • Regularly discuss work schedules and availability. Encourage team members to share their preferred work times and any personal commitments that may affect their work hours.
    • Utilize technology to facilitate communication. Tools like shared calendars and project management software can help keep everyone on the same page.


  • Create Shared Norms:
    • Develop team norms that accommodate both splitters and blenders. For example, set core hours when everyone is available for meetings and collaboration, while allowing flexibility outside those hours.
    • Encourage regular check-ins and updates to ensure that everyone is aligned and aware of ongoing tasks and deadlines.


  • Build Trust and Respect:
    • Trust is crucial in managing a team with diverse workstyles. Managers should trust their employees to complete their work on time, regardless of how they structure their day.
    • Respect individual preferences and boundaries. Avoid imposing one workstyle on the entire team and recognize that different approaches can be equally effective.

  • Monitor and Support Wellbeing:
    • Be vigilant about signs of burnout, especially among blenders who may struggle to set boundaries. Encourage regular breaks and time off to recharge.
    • Provide resources and support for managing stress and maintaining a healthy work-life balance.

    • 3. Addressing Workstyle Mismatches

    When there is a mismatch between an employee’s preferred and actual workstyle, it can lead to disengagement and dissatisfaction. Here’s how managers can address this:

  • Personalized Conversations:
    • Initiate one-on-one discussions to understand each team member’s workstyle preference and the challenges they face. Use questions like “When are you most productive?” and “What does balance look like for you?” to guide the conversation.


  • Flexible Solutions:
    • Where possible, offer flexible work arrangements that better align with employees’ preferences. This might include flexible hours, remote work options, or adjusted workload expectations.

  • Team Adjustments:
    • If an individual’s preferred workstyle conflicts with team needs, find a compromise that allows for flexibility while still meeting team goals. For example, allow for asynchronous work on tasks that don’t require immediate collaboration.

    • Conclusion

    Leading a team with different workstyle preferences requires understanding, flexibility, and a commitment to fostering a supportive and inclusive environment. By recognizing and accommodating the unique needs of splitters and blenders, managers can enhance team cohesion, boost productivity, and create a workplace where all employees can thrive. Embrace these strategies to balance diverse workstyles effectively and unlock the full potential of your team.