Getting the best out of your introverts
The Problem Statement
Many workplaces are designed with extroverted behaviours in mind—open offices, constant brainstorming sessions, and vocal collaboration. While these environments work well for some, they can be draining for introverts, leading to disengagement or underutilised potential. The challenge for SME leaders is to create a culture where both introverts and extroverts can thrive, ensuring everyone’s strengths are recognised and leveraged.
HR Best Practice
To get the most from your introverted team members, consider the following approaches:
Create Safe Spaces for Input: Not everyone thrives in large group discussions. Offer alternative ways to contribute, such as written feedback, smaller meetings, or one-on-one sessions.
Respect Their Need for Quiet Work Time: Provide quiet zones or allow flexibility in work environments to accommodate deep focus.
Encourage Thoughtful Leadership: Introverts often make excellent leaders when given the right opportunities. Support them by recognising their leadership potential in areas like strategic thinking and problem-solving.
Adjust Meeting Dynamics: Give introverts time to prepare before discussions rather than expecting them to respond on the spot. Send agendas in advance and provide follow-up opportunities to contribute.
Offer Individualised Development Opportunities: Instead of pushing traditional networking events or high-energy workshops, provide tailored training that aligns with their strengths.
The Psychological Perspective
Introverts aren’t disengaged—they simply recharge and process information differently. Understanding this can help leaders shape a workplace where they feel comfortable contributing:
Introverts Excel in Deep Work: Give them space to focus without constant interruptions.
They May Need Time to Process: Quickfire discussions may not allow introverts to fully articulate their thoughts. Allow reflection time before expecting input.
They Value Meaningful Conversations: Instead of large social events, introverts often prefer smaller, deeper discussions where they can engage at a more thoughtful level.
Recognition is Important—but in the Right Way: Public praise might make an introvert uncomfortable. Instead, offer one-on-one acknowledgment or written appreciation.
Red Flags to Watch For
If an introverted employee isn’t thriving, you may notice:
Avoidance of meetings or group discussions.
Withdrawing from collaboration opportunities.
Reluctance to voice opinions, even in areas of expertise.
Discomfort in overly social work environments.
These aren’t necessarily signs of disengagement, but they indicate that their work environment may not be optimised for their natural work style.
Conclusion
By cultivating an environment that values different work styles, you’re not just coaxing your introverted team members to open up—you’re creating a diverse and vibrant workplace where every individual can contribute in a way that suits them best. A balanced workplace benefits everyone, and when introverts are supported properly, their deep-thinking and analytical skills can add enormous value to your SME.
No-one teaches this stuff, but at RegenerationHQ, we have the skills and capability to help you with this and a multitude of other small and large issues that can bedevil your business.