In a team, everyone contributes and collaborates in their own way, while also having their own needs. Yet, when it comes to recognition, we too often forget to adapt our approaches to introverted employees, whose preferences differ from those of more extroverted colleagues.
While recognition is essential for motivating and retaining employees, it doesn't resonate the same way with everyone. In this article, we'll explore what introversion is, how it manifests in the workplace, and the best strategies for better valuing introverted talent.
What is introversion?
Introversion is often confused with shyness. However, being an introvert isn't about being afraid to speak up or shying away from others. It's simply a different way of managing your energy. While extroverts thrive on social interaction, introverts draw their energy from quiet, solitude, or gatherings in small groups.
Susan Cain, author of the book Quiet: The Power of Introverts in a World that Can't Stop Talking, says that between a third and half of the population is introverted. Yet, in many workplaces, this personality trait remains misunderstood, even underestimated.
An employee who remains silent in a meeting isn't necessarily disengaged. They may be thinking, analyzing, or processing information before reacting. This type of profile often prefers to prepare their ideas in advance, think things through in peace, or express themselves in a more intimate setting.
How to identify an introverted employee?
In everyday life, introverts can seem reserved or withdrawn. They avoid impromptu discussions, rarely participate in brainstorming sessions, and prefer small group gatherings. But just because they're not the most talkative doesn't mean they have nothing to say!
They are often recognized for their listening skills, their depth of analysis, and their keen observation skills. They are strategic thinkers, capable of processing complex information and contributing innovative ideas when given the space to do so.
5 Strategies to Value Introverts on Your Team
Recognition plays a central role in employee motivation. But to be truly effective, it must be tailored to each individual's personality. Forms of recognition that extroverts enjoy, such as public praise or team events, may be uncomfortable for an introvert. This doesn't mean we should avoid praising them—quite the opposite! We just need to adapt our ways of doing so.
Here are some simple strategies to better value introverts:
1. Encourage one-on-one exchanges
A brief conversation after a meeting, a personalized email, or a heartfelt message often have more impact than public acknowledgment. Private feedback is generally better received by introverts, who prefer discretion.
2. Allow time to prepare
Sending an agenda before a meeting or asking questions in advance allows introverts to contribute more effectively. This prevents them from being caught off guard and gives them the opportunity to express their ideas more confidently.
3. Highlight efforts and initiatives
Introverts are often those who work in the shadows, not seeking recognition. However, they appreciate and need it just as much as anyone else. Consider recognizing them for their contributions, their analytical mind, or their ability to solve complex problems.
4. Encourage peer recognition
Spontaneous thanks between colleagues can have a big impact. Offer team members the opportunity to recognize each other's accomplishments, for example, at the beginning of a meeting or via a dedicated communication platform. This allows for collaborative recognition of contributions, without pressure or drama.
5. Offer more personalized forms of recognition
A handwritten thank you note, an emailed gift card, or even a planned one-on-one coffee date with a manager can make a big difference. These are simple gestures, but they respect the need for quiet and privacy of more introverted people.
Towards more inclusive recognition
Recognizing an employee shows that you've seen their efforts, understand their way of working, and value their unique contribution. By adapting your recognition strategies to different personality types, you create a more humane and motivating environment for everyone, respecting each individual's needs.
Pascale Hubert
Web editor