Chances are, more than a few of your employees are introvert(s) and sometimes feel out of place—regardless of how competent they are. They are part of your team and they high performing employees. But sometimes being introverted comes their way to perform. As a manager, how can you help them?
Watch for red flags.
Unsustainable work habits, such as constantly working long hours, can be a telltale sign. To prove themselves, introverts will work long hours, as they feel they’re not contributing enough. So can disengage work habits, such as withdrawal from a social group, and hesitancy to ask questions or speak up. In either case, start an honest dialogue with your employee early. Proactively ask if a sense of self-doubt might be underlying their behavior.
Focus on their work.
Acknowledge high-quality work and signs of development. Positive feedback builds confidence and helps dissipate insecurity which is sometimes the cause of being introverted. If they make mistakes, emphasize that this is an integral part of learning.
Be vulnerable.
Share some of your own professional or personal insecurities and failures, particularly those failures that you overcame in a meaningful way. This will remind them that what they’re feeling is normal—and that they can overcome it.
