7 Tips to support introverts in the workplace

In a world that seems built for extroverts to succeed, it is often more challenging for introverts to be seen. It’s easier to hear the louder voices, so the valuable contributions of introverts get drowned out. This can lead to organisations unintentionally alienating a large portion of their workforce. The inevitable outcome of all of this is disengaged employees, poor innovation and declining productivity.

We want to create an inclusive environment that allows everyone to thrive, regardless of temperament or personality type. All of our employees are worth hearing. So let’s take a minute to explore seven ways we can make sure introverts in the workplace are seen, supported and encouraged. 

Related: Learn more about the importance of emotional intelligence in leadership

1. Make space for communication

Introverted employees generally won’t be the first ones to speak up. They tend to listen more than talk. However, that does not mean they do not have an opinion. In fact, they can be a real goldmine of good ideas. Introverts often just require more time to process and work better in more minimally stimulating environments. 

Understanding and respecting this, organisations can work on ensuring that introverts are given the space to share their ideas and concerns, whether by asking for their opinions in meetings, holding regular open-door hours or giving them a platform to share their thoughts — for instance, through an employee engagement survey. 

Extroverts should also be encouraged to make space for their more introverted colleagues who may demand less attention. This could be achieved by encouraging them to be more aware of their surroundings and ensure that they also hear from their more introverted colleagues during meetings and discussions.

2. Establish inclusive meeting practices

Scheduling last-minute meetings can lead to higher levels of stress on your more introverted employees who may benefit from more time to prepare. Where possible, give your introverts plenty of notice and time to prepare for each meeting. Sharing meeting agendas in advance can also help introverts feel more comfortable and confident when it comes to contributing their ideas. 

Managers should be aware of the reality that, especially in larger groups, the more introverted voices may get lost. Be sure to allow the more introverted staff to also have their say. This can be encouraged through adopting structured participation methods, such as round-robin sharing or asking for written input before or after the meeting. 

Related: Supporting neurodiversity in the workplace

3. Don’t overlook them for leadership positions

Introverts in the workplace are just as valuable as extroverts, and can make for incredible leaders. While many might assume that extroverts are naturally more suited for leadership roles as they come across as more confident, many introverts occupy leadership positions globally. In fact, many of the world’s most capable leaders have been introverts — Barack Obama, Mark Zukerberg and Warren Buffet, to name just a few. 

There is a common misconception that introverts are not capable of more public speaking or human-facing roles — and this misconception often holds back talented introverts from excelling in leadership roles. Introverts are just as capable, motivational and talented — they might just have a different way of getting there. For instance, they might require more time to prepare before a public speaking event or benefit from extra focus time.

Introverts can bring incredible leadership qualities to the table — they tend to be good listeners, critical thinkers, thoughtful decision makers and strong-willed. All qualities that could help your business thrive.

4. Give them opportunities to get social

There are no shortage of misconceptions surrounding introverts — that they dislike people, they’re shy, they just don’t enjoy fun — it should go without saying that these generalisations are far from the truth.

Introverts are just as friendly as extroverts and appreciate human connection just as much. Having regular opportunities for staff to get social can encourage people to get to know each other better, both inside and outside of work. More activity-based social events or team building activities can also help take the pressure off introverts to “just socialise” and can put them more at ease, allowing the conversations to flow more naturally. Through social opportunities, introverts can form connections with their colleagues in a more relaxed setting outside of work.

5. Don’t forget to celebrate their achievements

As introverts generally shy away from the limelight, they may find themselves in a position where their contributions and achievements are less recognised, even if they have made great strides. Unlike extroverts, who tend to get more attention and recognition as they are more comfortable speaking up and sharing, introverts may be less comfortable publicly sharing their achievements. Understanding this, managers should make efforts to ensure that all staff feel valued and appreciated for their contribution. 

Some strategies to enhance recognition for introverts in the workplace include:

• More personalised recognition or acknowledgement from their managers or colleagues — in fact, more regular recognition is important across the board, as our data reflects that 37% of employees haven’t been thanked for praised for their good work recently
• More tailored awards that recognise an introvert’s strengths
• Integrating peer-to-peer recognition platforms and boards
• Incorporating non-verbal recognition such as gift cards, tokens or certificates that offer a tangible reminder of their achievements

Related: 10 ideas for Employee Appreciation Day

6. Allow introverts in the workplace to leverage their natural tendencies

Create an environment that enables introverts to work how they feel comfortable. Introverts are just as capable as extroverts to perform assigned tasks and achieve great results, however if the work environment does not take into account introverts’ natural tendencies, it could place extra pressure and stress on them. In the long run, this could have a negative effect on their stress levels and wellbeing, preventing them from working their best. 

We need to understand this and consider how they might support their more introverted employees to work their best. Consider providing introverted employees with alternative ways of asking questions or sharing their opinions in a way that doesn’t involve them speaking up in front of a crowd. You could also ensure they have enough time to research or prepare before discussing an issue at a meeting. And it would be beneficial for everyone if introverts were given more focus time and space to allow them to be creative and innovate. Many companies have incorporated ideas such as ‘Meeting-Free Mondays’ or ‘Zoom-free’ days. Alternatively, you might consider flexible working options, such as remote or hybrid working. Such practices allow introverts to truly ‘get in the zone’ and work to their potential.

7. Create an inclusive environment

An environment of respect and mutual trust is critical, and time and time again, we see this as a key driver of engagement. It is important to set clear expectations from the outset so that everyone knows that it is okay to be themselves. Managers play a crucial role in this. Everyone has a unique way of contributing. Managers should emphasise the idea that there is no one ‘right’ way to do things, and that people who have a different style of working are not necessarily ‘doing it wrong’. 

When organisations truly embrace having different personalities, they will find that it is often more helpful when tackling problems as the different ways of thinking will encourage more effective solutions.

At People Insight, we help businesses create motivating and engaging employee experiences. We want all individuals to perform well and excel. For that to happen, organisations need to listen to their employees and create an environment conducive to great performance. To see how your employees are doing and how you can better support them, get in touch for a staff wellbeing survey.