This audio is generated automatically. Please let us know if you have any comments.
Flexibility can be an effective recruiting tool for employers, and not just because employees enjoy working from home.
For example, in an IWG survey of HR professionals released last month, 55% said their organizations were use hybrid working to meet workers’ childcare concerns, and 47% used the model to improve work-life balance and address workers’ mental health issues. But most respondents also saw the value of working in person, saying they believe in a correlation between the number of days employees spend in the office and their productivity and well-being.
This approach can be to the benefit of employers, according to a recent Gallup report. The research and polling firm’s third-quarter 2022 survey randomly polled nearly 16,000 full-time and part-time U.S. employees about their work-life balance preferences, prompting them to to choose between a 9 to 5 job in which work and life were separated and one in which the two intermingled throughout the day.
In the end, Gallup found an “equal, 50-50 split between the two preferences,” wrote Jim Harter, chief scientist for the company’s workplace management practice, in an analysis of data from investigation.
Gallup also found that different industries had different makeups of the two camps – “separators”, to refer to those who preferred work and life to be fully separated, and “blenders” to refer to those who preferred a work-life mix. personal.
For example, of production and frontline workers surveyed, 59% said they were separators, which is the highest total of any category. At the opposite extreme, 54% of health and social care workers said they were mixers.
Each of the other industry groups Gallup surveyed had a balance that fell somewhere in between, with leadership roles showing the most even distribution; 49% of executives call themselves splitters and 51% call themselves mixers.
“As you might expect, on-site workers are 61% more likely to be dispatchers, but 39% of those workers still have a mixer mentality,” Harter said. “And while 6 in 10 hybrid and remote workers prefer mixed gender, there are still 4 in 10 who prefer to split their time between work and life.”
Harter noted that managers may not realize that such preferences exist within their teams, and that dispatchers and mixers may prefer different working arrangements that can help them achieve the desired level of balance.
This may prove useful knowledge at a time when many employers – facing operational burnout after more than two years of the pandemic – could shape their return-to-work plans. based on pre-pandemic standardsaccording to the Future Forum’s Pulse 2022 survey results released in October.
“The reality is that both types of employees can be very engaged and productive,” Harter said of splitters and mixers. “But not knowing who is what could lead to lower engagement, feelings of disrespect and more burnout for everyone.”
Managers can use workflow preferences to help plan how and when their teams work, especially in a hybrid or remote work environment, according to speakers at a Quartz virtual event in September. Harter said managers could use their knowledge of team preferences to determine how to approach certain work scenarios, such as receiving emails on weekends or after hours.