Hybrid work changed not just where we work but how we manage work. The old tools, built for rigid structures and static processes that worked pre-COVID, no longer cut it.
Understanding your team's personalities—i.e., work styles—is critical to managing people in hybrid and distributed teams. People approach tasks, collaboration, and problem-solving in distinct ways. Managers who recognize these styles can better align their teams, deliver results without micromanaging, and foster a balanced, effective, and engaged team.
This got me thinking. What are the different work styles, and how can we at Belt help? After some research, I discovered six work styles that resonated with me and have reviewed them through the lens of Natural Work Management.
Independent/Logical
What It Looks Like:
Overview: Independent workers, often called "doers," excel with tools that enable self-management. They prefer to tackle problems solo, utilizing their analytical skills to devise logical solutions. While they bring innovative ideas to the table, they may find collaborative environments challenging and could benefit from enhancing their planning and communication skills.
In Practice: A unified calendar that captures tasks directly from emails or chats ensures they don't lose momentum switching between platforms. With visibility into their workload and deliverables, managers can monitor progress without interrupting their flow.
Cooperative
What It Looks Like:
Overview: Cooperative individuals thrive in team settings, valuing feedback and collective idea development. They prefer verbal communication and collaborative problem-solving. However, they might struggle with tasks requiring solitary focus, which could enhance their independent working capabilities.
In-Practice: Cooperative workers need transparency and real-time updates to align with their teams. Having the ability to sync tasks and deliverables across teams will reduce the need for constant status meetings, enable managers to assign work clearly, and avoid miscommunication.
Supportive
What It Looks Like:
Overview: Supportive team members are empathetic and strive to build strong relationships, enhancing team morale. They are adept at identifying and addressing unspoken issues within the team. However, their heightened sensitivity can sometimes hinder decision-making, especially when tough choices are required.
In Practice: Visibility is key for supportive workers. Dashboards that track capacity and workloads in real time help managers spot overextension early, ensuring tasks are distributed fairly.
Idea-Oriented
What It Looks Like:
Overview: Idea-oriented individuals are visionary thinkers who inspire innovation and large-scale change. They focus on the big picture, often overlooking finer details and structured planning. Their unstructured approach can place additional planning burdens on others, and they may need support in executing their ideas effectively.
In Practice: Idea-oriented workers need systems that support creativity without overwhelming them with micromanagement. Flexible deliverable tracking allows them to visualize how their ideas translate into outputs. AI-first tools that extract tasks from communications will ensure no idea falls through the cracks.
Detail-Oriented
What It Looks Like:
Overview: Detail-oriented individuals are meticulous, ensuring accuracy and thoroughness in their work. They excel at minimizing risks by catching errors early. However, their pursuit of perfection can lead to burnout and may impede project progress if they become too engrossed in minor details.
In Practice: Deliverable-based systems are a game-changer for detail-oriented workers. By breaking down work into actionable steps and tracking progress in real time, they can ensure nothing is missed.
Proximity
What It Looks Like:
Overview: Individuals with a proximity work style alternate between autonomous tasks and collaborative efforts. They appreciate the benefits of both working alone and engaging with the team. Their adaptability is advantageous, though some projects may not provide opportunities for this balance.
In Practice: Proximity workers thrive with tools that simulate the dynamics of in-person collaboration. Real-time updates, shared calendars, and task visibility enable them to connect teams, even when physically apart.
Why Natural Work Management Works
Belt fits into the natural flow of your day, regardless of your work style. Unlike traditional tools, which force work into static phases or projects, Natural Work Management starts where work actually happens—whether that's a request in an email, a task from a conversation, or a follow-up from a meeting.
And managers gain real-time visibility into workloads, capacity, and progress, meaning they can lead with data instead of guesswork. You can allocate resources, track performance, and reduce the need for status meetings—all while ensuring your team is supported and productive.
By understanding and supporting these work styles, Belt helps managers create a thriving environment where everyone can contribute their best.
Ready to simplify team management?