The remote workplace may seem like the perfect environment for introverts to thrive in. Where extroverts miss the rush of socializing with colleagues, introverts tend to love the isolation of their home office.
Jenn Granneman, author of “The Secret Lives of Introverts” explains, “I’m in charge of my own schedule and environment, which makes me happy. There’s no small talk with coworkers, so I can be more productive. I can work at times and in ways that benefit me, such as closing my office door and concentrating alone, or reading for 30 minutes while I drink my coffee before I start my workday.”
So, surely this is a slam-dunk for leaders who can leave introverts to their own devices in the remote workplace? Well, no.
Leading introverts in solitude can be challenging as these team members are less likely to speak up and voice important concerns to their superiors. Unlike an office environment, where body language and facial cues are easy to spot, how can leaders support their employees effectively and nurture their talents from a distance?
Defining Introversion
Swiss psychoanalyst Carl Jung popularized both introversion and extraversion in the early twentieth century.
Jung defined introversion as a character trait where an individual prefers to focus on internal feelings and ideas rather than gaining stimulation externally from the world around them.
In comparison, extroverts direct their focus outwards and seek out socialization opportunities that reward them with energy.
Introverts: An Important Team Asset
So, what qualities do introverts bring to the table? Introverts may not be the most forthright members of your team. But their quiet, considered nature leads them to deep thinking, which can provide essential insights into your business goals.
Adam Pearce, CEO of Blend Commerce explains, “Introverts provide the honest and direct analysis you need.”
Pairing introverts and extroverts can also be incredibly effective. For example, Google founders Larry Page and Sergey Brin are an introvert and an extrovert respectively. There’s no denying that their partnership has been unstoppable.
What Challenges Do Introverts Face in the Digital Workspace?
Anyone who has switched to a remote role since 2020 has had to adapt quickly to the virtual workspace, often with companies building their remote culture on the fly.
When companies are struggling in response to the Great Resignation, one of the keys to employee retention is understanding how to support your talented introverted team members. Here are some areas to consider.
Anxiety About Public Messaging Channels
Do you use Slack, Teams, Hangouts, or similar to drive communication across your remote company? These have all been essential tools for staying connected and aiding collaboration.
But introverts can find these channels overwhelming. Sending a direct message is one thing, but being added to dozens of channels with the pressure of hundreds of eyes reading their words can be intimidating.
Face To Face Meetings
Anyone can experience Zoom fatigue, but introverts can feel even more put on the spot during a live chat. And when these meetings eat into their day, there’s less time available for the quiet, autonomous work they excel at.
Not Feeling Heard or Valued
Introverts may dodge the limelight in comparison to their extroverted colleagues, but they still want to feel heard and valued. It can be challenging for introverts to voice their opinions using remote communication tools, but leaders must make this a priority. Those who attempt to speak up and are interrupted may not try again.
5 Ways for Leaders To Manage Introverts
The best leaders understand treating introverts like extroverts won’t allow them to reach their full potential. Use the following five tips to communicate with quieter team members, help to ease their anxiety, and nurture their potential.
- Ask For Feedback
Great leaders don’t just give feedback; they ask for it too! Studies have shown that checking in with employees helps with engagement, but you should be doing this more than once a year at an annual performance review.
Take the time to ask questions like, “What types of remote meeting tools would you feel most comfortable using to communicate with the team? … and “How do you prefer to receive feedback?” Don’t forget to act on the answers you receive.
2. Create Smaller Discussions
It can be tempting as a leader to arrange remote group discussions involving your entire department or even your entire company so you can share a message with everyone in one hit.
But if you’re hoping for a more interactive experience, make sure you provide opportunities for smaller groups to gather. This way, you’ll be more likely to gain valuable insights from your quieter team members.
3. Provide Meeting Agendas Upfront
If you’re hosting a face-to-face meeting using videoconferencing software, give your introverted attendees time to prepare, which can help reduce anxiety.
Erica Dhawan, author of “Digital Body Language” explains, “Introverts really prefer agendas 48 hours in advance of meetings, so they understand: What will we be talking about? What questions do I need to be prepared for and can process and think about before a meeting?”
4. Offer Mentoring Opportunities
In a physical office environment, those chance encounters at the water cooler can help employees make connections and flag themselves for promotion. But it’s tricky for these conversations to take place organically in a virtual environment.
So, how can introverted employees open doors and progress with a company? Especially when putting themselves out there and tooting their own horn doesn’t come naturally.
Mentoring programs are ideal for newcomers to any remote role and can be introduced as an onboarding buddy to support settling in. But mentoring is helpful for established employees too. Mentors higher up the chain can periodically check in with their introverted employees and make introductions that are useful for promotion.
Remember, though, these interactions shouldn’t be too frequent—after all, introverts thrive on working independently.
5. Draft a Communication Policy
Decide on the core technologies you’ll use to communicate across your entire team. You will need to consider a mix of personality traits and document the etiquette behind how you wish each tool to be used.
Asynchronous communication is an effective solution for introverts, where your team members use tools like voice notes, video screen recordings, and messaging out of sync to keep in touch.
But you may still want to offer the option of real-time video calls, too, to allow your extroverted employees to feel energized. As a compromise, make clear rules to demonstrate how these meetings should go. These might include:
- Using the onscreen chat function – for those who prefer to type rather than speak.
- Use the hand-raising feature – to give everyone a chance to participate, in turn.
- Use moderators – to keep the call moving, so it doesn’t overrun and drain your introverted employees.
Cheerlead Your Introverted Employees
There’s never been a better time for introverted employees to excel, so long as they have the right leader to motivate them. Remember to give your quieter team members the space they need to knuckle down and be productive, but don’t sideline their talents in favor of the bigger characters in your virtual office.
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