As an employer, you can benefit in many ways if you embrace that recognition for introverts differs from recognition for extroverts. Having a clear understanding of employee personalities can allow you to maximize your workforce’s potential.
You may be asking, “Why is recognition of different personality types important?” Because ultimately, anything that negatively impacts your employee’s self-perception at work will affect your organization as well.
By adjusting your work environment to your employees’ personality types, you can enhance:
- Stress management
- Teamwork & collaboration
- Employee productivity levels
- Employee engagement & happiness
- Business outcomes & profitability
By exposing the unspoken truths about introverts, our goal is to break the stereotype that extroverts are better leaders or workers.
Introverted leaders can succeed too if their style is understood and recognized. So let’s take a deep dive into learning how to deal with introverts at work.
Introduction to Introversion in the Workplace
“Introverts” and “extroverts” seem to be terms made up by modern society. But nothing about them is made up. Scientific studies claim that the brains of those two work quite differently. Recognition for introverts must therefore differ, right?
You have met at least a few of them in your life and in the office. They’re quiet, sometimes thoughtful, and aloof. They, however, aren’t shy, rude, antisocial, or unhappy, like they may seem. They’re simply more mindful of social interactions and have well-established social boundaries.
According to science, an introvert follows a longer neural pathway when processing sensory information than an extrovert. That neural pathway involves brain regions linked to empathy, self-reflection, speech planning, idea selection, and personal memory storage. This is why introverts take their time to make decisions and rethink their reactions to their environment.
What to Expect from Introverts in the Workplace
Introverts have unique strengths requiring recognition at work:
- They are self-sufficient and can handle tasks independently: don’t worry about supervising them too much!
- By taking time to think through problems, they can come up with sounder solutions. Their first response to the environment rarely involves what comes to mind.
This is partly why, unfortunately, many strategic decisions are made considering the quick responses of extroverted employees.
- Introverts are amazing listeners.
- In a world mostly programmed for extroverted leaders, introverts are adaptable, considerate, and resilient when facing challenges.
- They’re extra organized and observant. Their mind constantly looks for better systems to make work more effective.
Recognition for introverts may require some extra consideration and unique approaches. That is why we present 10 tips that can help you develop those approaches.
How to Motivate Introverted Employees: 10 Useful Tips
The hard truth for most managers and leaders is recognizing that introverts recharge through solitary activities. Using introverts’ strengths as researchers, writers, strategists, and immersed listeners can greatly benefit collaborative projects.
Introverts may not completely reveal their true selves at first, requiring continual effort to contribute their full potential.
So here are the tips that can make recognition for introverts in the workplace more accessible.
1. Start by Identifying Them
It’s a good idea to implement practices that embrace inclusivity right from the beginning. It can be efficient to recognize introverted folks from the day they step foot in your office.
Steps you can take to identify introverts and extroverts are:
- Personality tests before hiring
- Interview questions about the type of their personality
- Onboarding quizzes and surveys
- Mindfulness practices as part of group activities
2. Create a Workspace That Suits all Personalities
While most office layouts are open-space style nowadays, they ignore some people’s basic necessity for peace. Unlike extroverts, introverts get easily overwhelmed by office hustle and bustle noises. Extroverts might enjoy background noise while introverts find it distracting.
With all that in mind, when planning how to motivate introverted employees think about your office’s physical space first. Create quiet rooms that introverts can use to successfully complete the projects and tasks they’re required to deliver. These separated spaces can transform the way they view office work entirely and have more positive office experiences.
In the case of remote work, things are easier. Introverts should communicate the necessity for space and more time. They should be encouraged by employers to take more asynchronous time to work and focus on important tasks. Because they essentially need it more than their extroverted colleagues.
3. Respect an Introvert’s Social Boundaries
There’s nothing wrong with employees who take their time to process information longer. They may stay silent with their headphones on, or remain secluded in quiet rooms all by themselves. This time for introverts is precious since they take it to recharge and get ready to perform better.
Understanding an introvert’s need for solitude and uninterrupted concentration is essential to ensuring their well-being and ensuring their maximum performance.
4. Rethink Social Events to Match Every Personality Type
It’s a false assumption that introverts don’t like to get social. After all, introversion in people exists on a spectrum. Most people are introverted to a degree but still, they have varying needs when socializing.
Organize activities that are not only for the whole company but also for small groups. Bring quiet zones to celebrations, where introverts may take breaks from crazy parties which extroverts obviously enjoy. You can get as creative with this point as you want. The important thing is that this way, people with both personality types can enjoy happy times.
5. Invest More Time in Your Introverted Employees
Time is a sacred resource for companies that want to succeed, but recognition for introverts and their time necessity can be beneficial for your organization.
Introverts, according to many studies, process more sensory information than extroverts and take time to organize their thoughts before speaking. This can make them appear quiet, but now you know that they’re just more considerate.
To soothe an introvert’s dopamine sensitivity you could also replace last-minute crowded meetings with one-on-one or well-planned ones. Surprising introverts with spontaneous meetings will only reduce the efficiency of their work.
6. Make Communication Flexible for Introverts
Introverts may prefer written communication. The latter allows introverts to express themselves effectively. It gives them time to think without feeling pressured to immediately give responses.
Give them advance notice for tasks or future deliverables. Extroverts are the first to speak up when reporting updates, but it doesn’t mean introverts can’t contribute or have nothing to say.
Prepare digital surveys and questionnaires to receive concerns, suggestions, or just general feedback. For you and your employees, it would save a great deal of time.
Their approach to their work is meticulous. This means they like to ask the right questions to ensure that they fully understand their assignments. When introverts have adequate time to prepare or to learn new skills at their own pace, they can excel.
7. Individualize Employee Recognition
The way individuals prefer to be recognized and rewarded can be affected by their personalities. Thus, when an employee has done a spectacular job on a project and you want to praise them in some way, consider their personality type. If they’re an introvert, please don’t praise them in the middle of a large-scale company-wide call or meeting. Introverts aren’t interested in being at the center of attention, whereas extroverts may crave that.
Other ways you could individualize employee recognition are personal textual recognition messages instead of large-scale announcements.
The thing is, introverts value recognition but they can’t take the immense amount of attention that comes from big and loud groups. They prefer smaller more intimate groups and immediate team folks to celebrate with.
Introverted workers will feel appreciated and driven when recognition is catered to their specific needs. This will prevent them from being overwhelmed by an excessive amount of attention.
8. Reward Your Introverted Employees with More Work-from-Home Opportunities
This one is kind of the continuation of the previous point and yet another way to individualize employee recognition.
As mentioned before, introverts value space and time more than extroverts. Hence, if your company has all the resources and ways to operate remotely, allow your introverted employees to do so more often.
This can be a reward for a job done excellently, or it could be a birthday present. The occasions can be different and up to you. This extra recognition practice can really show that, as an employer, you know your employee well, and consider their personal needs.
9. Practice Peer-to-Peer Recognition
The previous point leads us to this next one, which is taking recognition to the next level with peer recognition practices. Taking the time to recognize and appreciate coworkers can be a great benefit to both employees and employers.
Incorporating recognition for introverts into your day-to-day activities will enable extroverted peers to respect their contributions. It will also guarantee that quiet performers get acknowledged on a more consistent basis.
You can practice peer-to-peer recognition with Lucky Carrot by allowing your introverted employees to get rewarded by their immediate teammates. For introverts, this kind of recognition makes life easier.
Peer recognition does not have to be loud. It just needs to be there when it is necessary to bring visibility to quiet performers’ achievements.
10. Listen to Them
As we mentioned earlier, introverts are excellent listeners and observers. But they also naturally expect the same from others.
Effective collaboration is about embracing diversity. Extroverts might like open discussions, brainstorming sessions, and other group activities. And that’s pretty amazing, however, you need to give a chance for that introverted employee to speak up too.
Organize one-on-one meetings or calls with those employees who appear left behind or disengaged. You might be surprised at the level of insights and contributions they can bring to the table.
Actively listen to them and allow them to fully express themselves without interrupting their train of thought.
Final Thoughts
Recognition for introverts in the workplace can lead to a stronger team dynamic and increased productivity. By embracing diversity and supporting each other’s needs, extroverts and introverts can create a collaborative environment. Thus, they can harness the best of both worlds.
Additionally, understanding the unique strengths of introverts, such as their self-sufficiency, and thoughtful decision-making, can help organizations tap into their valuable contributions.
It is time for you to embrace the quiet potential of introverts and reap the benefits of a diverse and empowered workforce.
