A nicely researched article with some top tips from Sam Woolfe of Inspiring Interns, which he wrote especially for us!
It is estimated that introverts make up 30-50% of the population. Introverted people tend to prefer different styles of working than extroverts. But as Susan Cain highlights in her book Quiet: The Power of Introverts in a World That Can’t Stop Talking, the world of work is very much geared towards extroverts, not introverts. Unfortunately, this means that up to half of the workforce isn’t energised by their work environment. As a result, introverted employees often feel stressed out, unmotivated, and disengaged. Which, of course, spells bad news for any employer.
Here are some ways that you can ensure introverted employees feel engaged in their work. It’s important to find a balance in work culture and environment that accommodates different personality types. This is a highly effective way to boost employee satisfaction, retention, and productivity.
Ditch the Open-Plan Office
Introverts can’t stand open-plan offices. But that’s putting it lightly. For many introverted employees, the open-plan office is a nightmare environment, designed to zap their energy levels as quickly as possible. The open-plan office can be a busy, noisy, chatty, bustling, and generally overstimulating place for an introverted worker.
These types of offices are actually a detriment to productivity, irrespective of personality type it seems. Although for introverted employees, they must drain productivity to a much greater extent. Introversion isn’t about being shy or antisocial, necessarily – it’s a personality trait that translates into getting drained by stimulation more easily and quicker than extroverts.
Cain teamed up with furniture company Steelcase to design office spaces that are more suited to introverts. Their workspaces provide the kind of solitude and quiet that allows introverts to achieve deep focus, while at the same time being conducive to collaboration.
Don’t Force Social Events on Employees
Having social events and outings in the company calendar can be a great way of enhancing employee morale. Whether it’s a team lunch, after work dinner, drinks or activities, or an annual trip abroad with the company, these social events can help employees to get to know each other on a personal level. This can be very beneficial. Having a sense of community at work helps to promote collaboration and generally improves employee well-being. We’re all social animals, after all. We don’t want to feel disconnected and isolated for most of our waking hours.
At the same time, however, introverts often hate the expectation or pressure to socialise when their batteries are drained, which is often the case at the end of a long and busy work day. If you force employees to attend social outings, they might seem up for it, but, in many cases, this is a front. Inside, introverted employees may be feeling exhausted, disgruntled, and agitated. You don’t want your employees to feel burnt out when they don’t have to be. Introverts need their downtime to recharge so that they can work to the best of their ability.
Make social events an option, rather than an obligation. And don’t guilt-trip or pressure employees to join in when say they may or may not be able to make it. A lot of the time, this means they just want to go home after work. Remember, work-life balance is also crucial for improving employee satisfaction.
Encouraging Introverts to Speak Up During Meetings
One of the issues with team meetings is that the most extroverted employees tend to speak the most. Which is a shame, as introverted employees may have valuable contributions to make, but the way that meetings are set up may not be in their favour. Here are several recommendations that can encourage introverts to speak up:
- Give employees a turn to speak. Otherwise, the extroverts in the room may dominate the conversation. Make employees aware of this setup, though. If you put introverts on the spot to offer their opinion without warning, then they aren’t as likely to express themselves as they see fit.
- Don’t rush employees for an answer. Introverts often take their time to process information and think of responses.
- Make sure that extroverts don’t outnumber introverts. You can solve this problem by breaking up the team into smaller groups. This will ensure that employees don’t talk over each other.
- Don’t pressure employees to speak when they have nothing to contribute. Introverts simply aren’t as likely to talk about a subject they don’t very much about or lack an interest in.
- Keep the conversation in-depth, relevant, and engaging. Introverts are averse to small talk, so if too much time is spent on chitchat, then introverted employees may lose interest and zone out.
Make Remote Work an Option
Spending five days a week commuting and being in an office all day, especially in a big company, can be tiring for many introverts. However, giving employees the option to work remotely some of the time – perhaps even full-time – can be a way of helping introverts to work optimally. Many introverts find that they can concentrate the most when it’s just them and a laptop, with headphones in, and no external distractions, whether that’s office small talk or the constant sound of phones ringing.
All of the above points won’t just help introverts to thrive, it will benefit the team as a whole, and, in turn, maximise your business’ impact. Introverts can be very thoughtful, deliberate, and creative, all of which are traits that benefit an employer. But the work environment and culture need to be designed so that introverts can work effectively.
Sam Woolfe writes for Inspiring Interns, which specialises in sourcing candidates for internships and graduate jobs. He is particularly interested in self-development, psychology, mental health, and the future of work. Most of all, though, Sam is passionate about helping people find work that is meaningful and fulfilling. You can follow him on Twitter and find more of his work at www.samwoolfe.com.
