As introverts, we have a unique set of needs to thrive in the workplace. Also, just because we are introverts doesn’t mean that we can’t be a part of a dynamic team. We just need some balance, and employers who realize that will have better success at creating a diverse environment of employees that includes plenty of introverts.

Unlike extroverts, who thrive in large groups, introverts need a little alone time to recharge and refocus their energy. Socializing and interacting with others can be especially taxing for us. That doesn’t mean that we aren’t interested, or capable. It just means we need a different work environment to be the best that we can be in any professional role. One challenge for today’s employers is creating a workplace that supports varied personalities and working styles. Fortunately, the introverts are here to help! Keep reading to find out how you can make your office a more comfortable environment for everyone.

Create Structure in Day-to-Day Operations

Introverts struggle without structure. There is no need for military-level rigidity, but an office that has a structured workday and plans ahead is going to set everyone up for success. Not only is it unprofessional to take a more “fly by the seat of your pants” approach to running a business, but it can be especially taxing on employees. Offer structure in the work environment with things like:

• Scheduling done well in advance: this includes work schedules, meetings, deadlines and due dates, and any other time-sensitive tasks or events. Last-minute meetings or schedule changes are extra stressful for introverts, who appreciate a good plan.
• Structured meetings and activities: rather than an open-format meeting or round table setup, create an agenda for office meetings and other group activities. This gives introverts an idea of what to expect. It also helps you keep meetings and activities on-task and on-schedule, which is good for everyone.

Offer Multiple Communication Tools

Believe it or not, some introverts love office life. They enjoy the group projects, the camaraderie, and other aspects of working with people. They just can’t always do it as much as extroverts. They also might need to do things in a different way to avoid over-stimulation, which is the primary reason introverts spend less time in group settings or “busy” situations.

When it comes to communication, versatility is a must. Some days, we might be fine to pick up the phone and make a call or speak up in a meeting. Other days, we might need the option of email or messaging, or a one-on-one meeting with our supervisor to discuss our ideas or express our needs. Make sure that your organization offers a variety of approved communication methods for employees, including options like:

• Email
• Phone
• Chat or messenger services like Slack
• Virtual and physical collaboration sessions
• Group meetings
• One-on-one meetings or brainstorming sessions

The goal is to ensure that all employees still feel supported, regardless of their chosen method of communication. As long as the means are appropriate for the topic or task, introverts shouldn’t be made to feel bad for choosing email or chat over stopping by a coworker’s desk to discuss a work project.

About Those Team-Building and Social Events

Tons of studies have shown the power of team-building activities for an organization. It’s no secret that getting coworkers together outside of the work setting creates a stronger bond that benefits the company. However, for the sake of the introverts, you have to again think about offering options. The best way to find out what works best for your staff? Ask them.

Today’s companies are often fast-paced, fun environments that focus on team bonding and social events outside of work. Some employees don’t have the energy at the end of a long work day to hit the bar or head to the baseball game with the team, and that’s okay. Firstly, make sure none of your employees ever feel bad or are “forced” into work-related social events. Secondly, find ways to create team-building activities and events that are more in line with their interests or offer a more relaxed environment.

Important Reminders:

• Never make an employee feel guilty or judged for not participating outside of work
• Never assume that because an employee leaves promptly at the end of their shift that they don’t care about their job. They may just be out of energy for the day.
• If you don’t know what your employees want from team building and social activities outside of work, ask them.

Respect Introverts’ Need for Space and Privacy

This is really what it all boils down to when dealing with introverts. They just need a little more privacy and space than extroverts, and employers who realize that will capitalize on the potential of these capable employees. An introvert might need a dedicated office space with a door, or might not be as willing to mingle with coworkers throughout the day. Make sure they know that these things are acceptable.

Thanks to technology, catering to introverts by creating a versatile work environment is easier than ever. Studies have shown that the most productive employees are those who feel like they have some control over their work. Discuss options with your employees in an one-on-one setting, including flexible scheduling, occasional remote work, and other workplace privacy options that can provide a distraction-free environment.

The Bottom Line

With as much as 50% of the population considered to be introverts, employers would fare well to create a work environment that caters to these unique individuals. Our contemplative nature, combined with our love of solving puzzles and strategizing, can make us valuable assets to a number of industries and organizations. By optimizing your organization, you can capitalize on these and other strengths with the introverts on your payroll.

Jen McKenzie is an independent business consultant from New York. She writes extensively on business, education, and human resource topics. When Jennifer is not at her desk working, you can usually find her hiking or taking a road trip with her two dogs. You can reach Jennifer @jenmcknzie

Everyone has the predilection to be more introverted or extroverted in life and business. When building a small business, the importance of understanding how you work cannot be overstated. If you are comfortable working as a part of a team and exude charismatic leadership over your employees, you are likely leaning towards extroversion. If you have a more reserved and a demeanor of self-reflection when working as part of a team, you likely associate with introversion.

Extroverts will most likely weigh networking as a very important tactic for generating business and nurturing relationships.

Extroverts might find it difficult to manage their impulses and focusing for long periods. If you are the extroverted entrepreneurial type, try implementing a productivity practice like the Pomodoro Technique, which prescribes 50 minutes of focused work followed by a 10-minute break. If you are introverted and do not have a problem avoiding impulses and focusing, you are most likely highly self-motivated and reflective. It’s not the internal impulse that can distract you from the work at hand, but actually the outside interruptions you must manage.

To learn more about how introversion and extroversion can impact business, check out this visual from Fundera:

Contributed by Drew Page, Siege Media

The words “introvert” and “leader” do not often go hand-in-hand. If you were to look at any online personality test or profile, it almost always suggests that the leader position is reserved for the extrovert. However, this assumption is not supported by historical facts or with any real evidence in general.

The truth is that introverts can make excellent leaders in their career of choice. Of course, they have their own obstacles to overcome that are unique to their situation and personality, but overcoming such obstacles actually strengthens their leadership skills. Here are a few of the key reasons why introverts can make such great leaders.

Thought Precedes Action

A leader must constantly make important decisions. Decisions that affect not only themselves, but their followers, team members, and company. Extroverts do think before making decisions, but rarely with the same degree of determination as an introvert.

An introvert feels most at home in solitary thought. Thus, they excel when it comes to the decision-making process. They will take the time needed to consider a decision deeply and all of the possible outcomes of their action. Only after taking the time to think will they take action, which is why their actions often prove beneficial for their team and company.

Leaders That Can Follow

Most people assume that introverts take the position of follower while extroverts take the role of leader. To a small degree, that is true. Introverts almost always have the capacity to be a follower, but that does not mean they should not be in the lead. A great leader must also be a great follower.

Introverts understand the position and mindset of their followers or team members. This allows them to show empathy. This empathy also allows them to step back for a moment and give their team members a chance to lead.

Letting team members lead, allows for new and unique ideas. It also helps strengthen the leadership skills of the team members. After all, some of them may be leaders in the future.

An Introvert Knows How To Listen

A great leader needs to have the ability to listen intently. This means listening to followers, team members, customers, and even leaders that are above them in the company. A leader must be able to take in all of this information and create solutions that appeal to as many people as possible.

Introverts are hardwired to listen more often than speak. They then use everything they have heard during their decision-making process. This leads to results that please multiple parties rather than just one or the other.

Finally, they also have the ability to engage in deep and meaningful conversations thanks to this listening capability. By doing so they are able to identify problems that were not originally on the surface, thus improving the decision-making process significantly.

Introverts are no less capable of being great leaders than extroverts. As a matter of fact, their unique personality traits make them ideal leaders. They are great listeners, empathetic towards their team members and take the time to think carefully before making decisions.

Andrea Taylor is the Coaching Support Director at http://www.lifecoachhub.com a site that networks life coaches with individuals looking to make improvements in their own personal and professional lives. The site provides useful information, advice and tips about life coaching, as well as providing a platform where coaches can network, start or continue to develop their own business.