Personality Matters: Getting the Most of Out of Introverts and Extroverts

Chances are, the personality differences among your friends and family dictate how you interact with them. Adapting to individual personalities the way you do in your personal life can be just as useful when managing employees. Here are some ways to get more out of introverted and extroverted staff:

Communication

The workplace often caters to extroverts, with people encouraged to speak out during brainstorming sessions and participate in team activities. While there is nothing wrong with continuing these approaches to communication, make sure you also provide other options such as smaller, focused group discussions or written recommendations. The key is addressing the needs of both groups.

Work environment

Most workplaces today are “open concept,” designed to promote easy communication among employees. This clearly works well for extroverted staff, who love bouncing ideas off of coworkers and being able to collaborate easily on projects. For introverts however, open concept can mean distraction.

This doesn’t mean you need to go to extremes and have a silent workspace. However, it is beneficial to balance out open workspaces with private areas that people can escape to when they need to concentrate intently on their work.

Deadlines

Both introverts and extroverts benefit from frequent feedback about their work. You don’t want to micromanage either group, but you want to make sure you’re receiving regular updates on key projects.

Introverts have a tendency to be perfectionists, which can unnecessarily slow down progress. Make sure they’re clear about priorities and understand shortcuts to completing certain aspects of their work.

Extroverts, on the other hand, tend to make bold decisions and work very quickly. Sometimes this can be an advantage, but you also need to make sure their actions are not at the expense of quality.

Leadership

It may seem that extroverts are the ideal candidates for promotions into management, but that isn’t always the case.

Employees who are more outgoing do have the benefit of strong people skills. They know how to communicate well with diverse audiences and network within the organization.

Yet, reserved staff also have beneficial management qualities. They tend to be excellent listeners, so those reporting to them often feel understood and appreciated.

When considering promotions, make sure you’re giving all staff an equal chance. Often, it’s not the person who’s most visible on the team that’s the right person to become a manager.

Training

As you consider professional development for staff, think beyond the more common programs you might offer, such as instruction in new technologies. Address weaknesses tied to individual personalities. Introverts often benefit from classes in public speaking, for example, while extroverts might need courses in project management. This type of training can help them on the job and give them renewed confidence.

By understanding your employees’ unique strengths and weaknesses, you’ll be better able to customize your management approach with them. You can ensure you’re bringing out the best and enhancing their value to your team.