Key Strategies for Engaging Introvert Employees

Job consultants know that it’s important to match a job seeker’s personality to the job requirements. Some positions might call for an outgoing, extroverted personality. Other positions might be the perfect fit for an introvert. Good job consultants can tell the difference between an introvert and someone who is shy. Being an introvert doesn’t necessarily mean that an employee is shy; shyness and introversion are two different attributes. A person who is shy has fears about interacting with others as a result of insecurity or social anxiety. An introvert doesn’t fear social interaction; they’re just more focused on internal rather than external events.

Extroverted leaders may have difficulty managing introverts because of their opposite ways of interacting. Some extrovert managers see introverts as unmotivated or uninvolved because they are less assertive. Introverted managers on the other hand, can be more effective because they listen more than they talk and take time to carefully consider the ideas of others.

Job consultants and recruiters have some tips for extrovert managers with introvert employees: They need to understand that introverted employees need time to focus deeply, recharge after group meetings, and prefer quiet spaces with no interruptions. Here are some of their key strategies for engaging introvert employees and tapping into their unique abilities.

You can encourage your introverted team members to go out of their comfort zones. Introverts are not adverse to challenges, but may need encouragement and time to recover. When asking an introvert to attend a networking event or conference, allow a morning or day off after the event for them to recharge. They may feel drained by social interaction and need to leave large events earlier than others.

Extroverts tend to dominate in meetings. To boost engagement of introverts in meetings, give them time to read the agenda and any notes at the beginning of the meeting.  This will give them time to formulate their thoughts and ideas. If they don’t contribute during the meeting, ask them outside of a group setting for their input. A one-on-one meeting or lunch will give you an opportunity to understand their communication preferences. These meetings are a great time for an introverted team member time to discuss ideas or work challenges.

Approximately one-third to one-half of the population is introverted, but the large majority of workspaces are designed for extroverts. As more organizations embrace open offices, introverts struggle to stay comfortable and productive at work. It is important to give introverts space–physical walls, providing headphones to reduce noise distraction, or simply allowing them to take a walk when they need a break.

By understanding and managing the unique needs of introverted employees, extrovert managers will be able to get the most of the quieter, more inwardly focused members of their staff. Job consultants say give them time to adjust to group interaction, encourage preparation and communication after meetings, and create quiet workspaces with minimal interruptions.