Leila Hormozi on Tailoring Work Schedules for Different Employee Types

In a recent LinkedIn post, Leila Hormozi discusses the critical importance of understanding different worker archetypes and tailoring their schedules accordingly to maximize productivity and success. Hormozi, a prominent figure in business and entrepreneurship, highlights that a one-size-fits-all approach to work scheduling is ineffective, particularly in hybrid or flexible work environments.

Hormozi identifies three distinct types of workers, each requiring a unique approach to their daily structure. She emphasizes that effective leaders must recognize these differences to foster an environment where all employees can thrive.

Understanding the Managerial and Maker Archetypes

According to Hormozi, managers and “makers” represent two core, often contrasting, needs when it comes to scheduling. Managers, she explains, operate effectively in shorter time blocks.

Managers work in 30-60 minute blocks. Their days are divided into chunks around meetings, communication, and moving other people forward. For them, free time can feel like a lost opportunity.

In contrast, Hormozi describes makers as individuals who need extended periods of focused, uninterrupted time to perform tasks such as writing copy, designing assets, or building systems. For these employees, flexibility and an open calendar are paramount to their productivity.

Hormozi points out a common conflict that arises between these two archetypes: managers, by their nature, often schedule meetings that can significantly disrupt the workflow of makers.

Put one meeting in the middle of their afternoon, and you can kill half their work block. Because now they’re thinking, “I have to rush this before the meeting.”

This dynamic can lead to significant productivity losses, as Hormozi illustrates the disproportionate impact meetings have on makers compared to managers.

A meeting that costs a manager 30 minutes can cost a maker HOURS of productivity.

Strategies for Effective Leadership and Individual Productivity

To navigate these differences, Hormozi offers actionable advice for both managers and makers. For managers, she stresses the importance of respecting makers’ need for focused time and prioritizing asynchronous communication tools over unnecessary meetings.

Advice for Managers

Hormozi advises leaders to:

• Respect when makers say no to meetings.
• Default to project management tools instead of relying solely on meetings.
• Recognize that a meeting can cost a maker ten times what it costs a manager.

Advice for Makers

For individuals who identify as makers, Hormozi suggests:

• Block out specific work units for meetings and administrative tasks.
• Proactively set expectations about availability and work periods.
• Protect their focused work time fiercely.

Hormozi also addresses individuals who operate in a hybrid capacity, suggesting that they should avoid mixing managerial and maker tasks haphazardly. Instead, she recommends:

• Themeing entire days for specific types of work (e.g., a “maker day” or a “manager day”).
• Splitting days into distinct maker and manager blocks.

Ultimately, Hormozi concludes her post by encouraging all individuals to understand their primary work style and to actively protect their time to ensure optimal output and professional success.