Managing Introverted Teams: 7 Tips for Success

As a manager, you may find yourself leading a team of introverts. While introverts bring unique strengths and insights to the workplace, they can be challenging to manage if you have a different communication and working style. If you’re struggling to connect with your introverted subordinates, here are seven tips to help you manage them more effectively.

1. Listen

Introverts tend to share their thoughts slowly and deliberately, so it’s important to give them time to express themselves fully. Refrain from interrupting them or adding your input until they’ve finished speaking. Avoid brainstorming out loud in groups, as it can be overwhelming and ineffective for introverts. By listening patiently and attentively, you’ll create a more welcoming environment for your introverted team members to share their insights.

2. Give Them Time to Think

Introverts need time to reflect on their own before they share their opinions or ideas with others. Rather than asking them to contribute spontaneously during a meeting, give them the questions or detailed agenda beforehand to allow them to prepare. Not only will you get more quality insights, but it will also give them a sense of respect and the right environment to share their ideas.

3. Divide them into smaller teams

Introverts thrive in one-on-one settings and smaller groups, making sub-teams an effective option. Dividing your team into smaller groups can facilitate better communication and foster stronger relationships. Additionally, when organizing group activities, dividing the team into smaller groups can increase the participatory level of your introverted team members.

4. Use written communication

Introverts often find written communication, such as email or chat messenger, more comfortable than verbal communication. Verbal communication can be exhausting and overwhelming, as they pick up non-verbal cues and energy from others. Providing more written communication options can allow them to contribute more and feel more comfortable.

5. Provide a quiet workspace

Introverts typically perform better when they can work in a private and quiet environment. Colleagues who talk incessantly while working may interrupt them, leading to frustration and decreased productivity. Allocating private spaces such as individual cubicles or separate work locations can facilitate better independence, ultimately leading to more productive work from the introverted team members.

6. Redesign your performance appraisal

Introverts may sometimes feel pressured to socialize and communicate, but their strengths lie in listening intently, collecting information, and being analytical. Therefore, avoid appraising their performance based on socializing or how similar they are to you. Instead, evaluate them based on their work and the strengths they bring to the team.

7. Allow them to be themselves

As a manager, you should aim to bring out the best in your team members. While motivating them to improve is important, it’s essential to respect their individuality. Don’t force them into participating in mandatory social or networking events where they may not find as much value. Instead, offer choices to participate and focus on their strengths. Encouraging and nurturing your introverted team members can allow them to contribute significantly to the team’s goals.

Conclusion:

Managing introverted team members can be challenging for managers with different communication and working styles. Still, by nurturing their strengths, respecting their individuality, and creating a more comfortable work environment, you can help them perform at optimal levels. Listening to their unique insights, providing private spaces, offering written communication, and decentralizing team activities are all effective approaches to bring out the best in introverted team members. By employing these tips, managers can encourage greater participation, productivity, and communication from introverted team members.