The new normal has brought changes to the workplace. For instance, remote work is widely practised by businesses and organizations now, and the trend will continue as people have adjusted to this mode of working.
Now, while working remotely is convenient for most employees, managers still need to find ways of keeping their employees engaged despite the challenges posed by remote working. Managers have to bring people with distinct personalities together and empower these employees remotely – which can be challenging, and it can be especially true when you’re dealing with introverted employees.
There’s nothing wrong with being introverted, and personality doesn’t determine the value one can bring to your organization. But perhaps you may have to adjust your management style to get the best out of these uniquely beautiful individuals.
That said, here’s how you can engage introverted remote employees.
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Understand their behavior
Now, it’s fair to say that the ideal workplace has a balanced composition of diversity and personality. Extroverts and introverts have different strengths and weaknesses. When harnessed well, these two can complement each other.
So, it’s vital to understand the nature of introverts to get the best out of them. Introverts work differently from extroverts. For example, introverts are more reserved, independent, thoughtful, and prefer working in smaller groups. Since some people are true introverts, they are also unique in their way. Therefore, one approach may not work with all introverts in your workplace. But when you have ample understanding, you are more equipped to deal with and work effectively with people with this personality trait.
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Make space
To successfully manage introverts, play to their strengths. Now, in a work environment, co-operation is crucial. But, since introverts may desire solitude, they may not get as much as they want. However, you can delegate tasks that one individual can do more often. Doing so allows them to feel valued by letting them do their work and not sacrificing their productivity in your company.
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Use ice breakers often
When conducting virtual meetings or discussions, you can spice up the gathering by using ice breakers and having introverted people engage. Understand that introverted people don’t mind saying a few words. So, using ice breakers can lighten the atmosphere, which will make them feel more comfortable speaking. Plus, these ice breakers help group members to know each other better. But never force them as this may cause them not to participate more. Nevertheless, you can look into the various virtual corporate entertainment options to help your teams establish valuable connections and boost morale.
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Give them a chance to speak
As a manager or a group leader, it’s your job to help everyone participate. Introverts may not feel the urge to contribute as much as other people. So, you need to expect that everyone should contribute to know and understand that their contribution is valuable. Alternatively, you could ask people to raise their hands or type during video or conference calls in the comments section. Often, introverts prefer typing or writing over speaking. Try this to see if it works.
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Inform them in advance
Introverts tend to be more thoughtful and need more time to prepare and think things over. Make it a practice to inform everyone in the group about relevant announcements in advance. If you want introverts to contribute, give them time to prepare for meetings. Besides, they are independent thinkers. So, you might as well play to their strengths and provide them with time to prepare in advance as much as possible.
Also, try to minimize the occurrence of unplanned meetings. Yes, there are times when you need to call for urgent sessions. But, it’s good to make an effort to inform team members of upcoming meetings to set their schedules in advance. Also, if possible, provide a meeting agenda beforehand. It is so that introverts aren’t caught off-guard. Providing plans before meetings will help them feel more involved in the company’s system and culture.
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Create smaller groups
If extroverts dominate your workgroups, introverts may not participate as much as they can. Extroverts do not mind putting their points across and don’t mind speaking up. But introverts are more reserved. Note, reserved isn’t the same as being timid.
If you reduce the group size, everyone can have a chance to participate. It is when introverts can feel more comfortable speaking up and contributing. It’s especially true with remote workers because introverts don’t feel the pressure of speaking in front of many people. Plus, introverted employees can create stronger bonds with team members since it’s a smaller group.
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Be available to assist
For introverts, reaching out or being proactive may not be their forte. Even though they may genuinely want to be involved, they don’t always step out into the light. So, you may have to put a bit more effort to get to a point where they can rely on you as the manager when they need help or advice. For example, if they have any concerns or feel out of place in the group, be there for them and try your best to help them. You may not always have all the answers, but being supportive can go a long way to boost their morale and desire to participate.
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Learn to ask them direct questions
Everyone has their understanding of how best to treat an introvert. But, it’s not always a good idea to act based on your presumptions or assumptions when dealing with these people. The best thing you can do then, if possible, is to approach and ask them about the treatment they want. Or what their preferred communication style is.
As the manager, you need to consider these things when dealing with them. Although you may not be able to meet all their needs, understanding their non-negotiable, so to speak, can make all the difference. They will probably be more responsive if they feel understood. Besides, the best person to tell you about their preferences is them. So, if you genuinely care for their wellbeing, ask them.
Moreover, with introverted remote workers, you should ask them these questions earlier on during training and on-boarding to have a good understanding before being an official employee.
Conclusion
As a company owner or leader, you should approach introverts differently to bring out the best in them. First things first, if you want them to engage, understand how they work, their preferences, and what makes them tick. Don’t be afraid to ask them directly. But even more than that, you may have to encourage them to take part more, bearing in mind that they don’t have to alter their nature necessarily to fit in. When people feel heard, they are more eager to participate.
