Understanding Splitters and Blenders -A Leadership Challenge
The world of work has changed tremendously. So much so that leading researcher, Jim Harter, recommends that leaders should pay attention to creating conditions for the new normal. Jim works for Gallup in the Workplace and Management Division and is co-author to the recent book, Culture Shock.
One of the major changes that is coming from Gallup’s research includes our preferences regarding…
“HOW” WE WORK
Through the pandemic we realized how much of our work could be completed independently. In essence we found our independence and freedom, which had a profound psychological impact to our overall well-being.
Before the pandemic flexibility was identified as one of the major perks employees valued and post-pandemic it became valued even more. This is called the “endowment effect” -people are more likely to value something they have gained and not willing or less likely to trade it or lose it now.
However, we also have learned that there are tradeoffs between remote and in person work and many companies continue to try to find the right balance. One important foundational part of well-being is our social well-being.
Studies have shown that feeling connected to coworkers helps provide innovative conversations where we are more likely to collaborate and help each other out; whether remotely or in person. The social aspect of work means more now than in the past to the workforce. And keep in mind that the overall well-being of our workforce translates into goods and services and bottom-line results.
So paying attention to our employee preferences is very important in leading to engagement and to overall well-being in the workplace. The more we know about our workforce the more we can build an environment that is conducive to their preferences. Managers account for 70% of the variance in employee engagement. And that is exactly why Managers should take the lead in driving the conversations around their team member preferences.
Let’s take a look at the concept of Splitters and Blenders.
Those who prefer to split off their work completely from the rest of their life are known as Splitters and those who prefer to stay in touch with work throughout their life are known as Blenders. You may be surprised to find out that in the research the divide of US Workers regarding these preferences is about 50/50 Splitters to Blenders. This 50/50 split on preferences is across the board-including all generations and industries.
As leaders work to create conditions for a new normal it will be important to understand the preferences. Interestingly, Gallup found that both of these work-life preferences can be productive and fulfilling. The consequences of not knowing the workers preferences can lead to lower engagement or disengagement, stress, feelings of disrespect and burnout.
Here’s the question to ask your team members (whether they are in person, remote or hybrid).
In your best possible life would your work and life be separated or do you want your life more blended throughout the day?
It’s a simple question but an important one in recruiting and retaining key talent and an overall engaged workforce.
For example, (Galllup) do they mind getting emails on weekends or during off hours, or do they thrive on being constantly in the loop? Does it feel intrusive when their home life is disrupted by the office, or do they see work and life as seamless? Splitters and Blenders preferences may change over time as their personal situations change.
Again, managers are the key to driving the question and having and understanding around their team member preferences. As you work towards deciding when and where people work it is imperative you understand the splitters and the blenders. Providing a social aspect to higher well-being and engagement for both preferences will be important.
Who doesn’t want their best life imaginable? What is your preference? Splitter or Blender?
See more insight on work life preferences by Job Type as well as by Generation:
