Two types of personalities commonly classify human beings: introverts and extroverts. Naturally, you would have both types of employees in your office. It’s really easy to spot an extrovert; they’re almost always the center of attention, consistently thriving on the attention they receive. People are their main source of energy.
Introverts, on the other hand, are the exact opposite. Interacting with people for a prolonged period of time is quite draining for them. They re-energize themselves by being solitary, absorbed in contemplation and introspection. They might come off as being unfriendly or rude, but in reality, they just prefer thinking before speaking. If according to them, a certain topic is irrelevant, they will not share their opinion.
It’s a common misconception that extroverts are better at working than introverts. The trick is to manage introverts effectively to attain the best results. Here are some tips from the Bayt.com experts to help you do it:
1. Start from the hiring process
As an employer, it’s important for you to recognize introverted and extroverted employees. If the job role requires extroverts then don’t hire an introvert, and vice versa. Fitting the correct type of people in various job roles is pivotal for your company’s success.
2. Use flexible work spaces
Introverts are not too big on being surrounded by people. Keeping them away from a thriving office environment would be ideal. They may have a good reason to do so as according to 18% respondents in the Bayt.com ‘
Distractions at Work in the MENA' poll, December 2013, colleagues are the top distraction at work. In an open-spaced office though, this may not be possible as everyone sits together. Certain departments of the office, however, are quieter than others. For example, the IT or Finance departments are usually quieter than other areas in the office. You could think of shifting introverted employees to these departments.
3. Try rewarding and criticizing them in private
Introverts tend to be extremely sensitive in public settings. They could curl up and recoil if acknowledged in the presence of people. Often, since introverts tend to introspect a lot, they analyze their own behavior fervently and tend to overthink when they’re praised or blamed in front of anyone. Take them aside and tell them what you have to, or simply send them an email!
4. Adopt written forms of communication
Words are the best way for introverts to articulate themselves. Email, chat and social media are excellent mediums when trying to approach introverts. If you ask for feedback after meetings, you shouldn’t expect introverts to give it right away. Send them a follow up email later in the day and surely they will respond with well thought-out suggestions.
5. Let them own a part of the team work
Teamwork is extremely important for the growth of any organization. Introverts often prefer working alone, but their contribution is vital for the success of the team. A solution would be to place an introverted employee in a role that doesn’t require interacting too much with other team members. Once they have ownership of a project and can work independently, they will give it their best shot.
6. Let them be themselves
Most importantly, don’t insist that an introvert should change. It’s not advisable to make them talk when they aren’t really talkative at all, or brainstorm loudly in a group when it isn’t their thing. Don’t make them feel that being silent is a mistake. Have one-on-one discussions with them about their ideas and opinions. 17.6% of respondents in the Bayt.com
‘Employee Retention in the MENA Workplace’ poll, February 2013, feel that good manager-employee relationship is the most important factor for employee retention. Ask them if they have any problems, or feel left out. This will prove to be extremely beneficial for both of you!
Photo credit: infusionsoft on Flickr
