As business leaders, understanding how to recognise the contributions of your introverted team members effectively is key to ensuring that their valuable input is acknowledged and appreciated
We all love a bit of recognition for the work we do, right? A pat on the back, a well done or a congratulations can go a long way to making people feel recognised and valued. However, for introverts, the method of delivering this recognition is crucial. After all, there’s a difference between recognition and attention, and not everyone enjoys being the centre of attention.
As business leaders, you will encounter a diverse range of personalities. While some people thrive on public praise, others may be less comfortable with it. The challenge lies in ensuring that the contributions of introverted team members are not overlooked simply because they are less inclined to seek attention. So, how can managers effectively recognise the contributions of their more introverted team members?
A different approach
First, it’s important to dispel the misconception that introversion implies a lack of desire for engagement or recognition. Extroversion is often perceived as a superpower while introversion is seen as a sort of kryptonite, holding people back. In reality, they are simply different personality types that require different approaches. Introversion doesn’t need to be ‘fixed.’ Instead, leaders should focus on helping introverted employees leverage their natural skills to become the best version of themselves. Introverts often excel at critical thinking and typically consider their actions carefully. They also prefer communicating in controlled environments, which means they may benefit from time to prepare for meetings and gather information on specific topics or problems. These qualities can be highly advantageous in a team setting.
Pay attention
Introverted employees often focus on their tasks independently, requiring minimal supervision and preferring to relay information via messages or emails rather than face-to-face interactions. This can make it more challenging for managers to understand their processes and workload management styles. As a result, their ideas might go unnoticed, as they implement solutions autonomously. As a manager, it’s crucial to look beyond the surface to understand what is truly happening. When you identify something that deserves recognition, adopt a more subtle approach instead of making a big announcement. For instance, you could send an email like, “I’ve noticed your process for booking orders is much faster than others. I think this would be great to roll out to the team. Would you be willing to give me a quick training session on how you’ve set this up?” This approach shows that you recognise their contribution and want to learn more about it without expecting them to explain it to a large group.
Credit where credit is due
Of course, it is important to ensure that this does not lead to you or others taking credit for the new process or idea. Giving credit doesn’t have to involve big announcements with cake or balloons; it can be as simple as acknowledging someone in an email. Additionally, it’s important to recognise that introverts don’t just do things for the sake of doing them, as is often assumed. Because they tend not to be openly ambitious, managers might mistakenly believe that introverts aren’t interested in climbing the career ladder or seeking new opportunities. Hence, it is important to understand what they seek from their roles. Are they introducing new methods because the current system isn’t working for them, or do they have a particular interest in this area and a desire to upskill and advance?
Undervaluing or misunderstanding the contributions of your more introverted employees can significantly impact your business. These employees may become demotivated and feel that they don’t belong or fit in with the rest of the company. This can lead to the loss of high-value skills and experience that are contributing more to your current success than you might realise.
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