We all have our own distinct personalities. However, there are known to be three main kinds of personality types which we fall into - extroverts, introverts, and ambiverts.
It might sound ridiculous to lump the entire worldwide population into just three categories, and of course, from time to time every individual will show traits from each of the three main groups. However, overall, we tend to fall into one category overall.
Which type are you?
Introverts are sometimes misrepresented. They’re often thought to be shy, quiet, and a group of wallflowers. That description couldn’t be further away from the truth.
Introverts are quiet, yes, but that doesn’t mean they’re necessarily shy. There are some introverts who are shy, but that doesn’t categorise everyone who falls into this group. If you have an introvert in your contemporary office, that means you have an employee who is creative, thoughtful, very good at listening, and someone who can lead in a quiet and effective way. Leadership doesn’t always have to be loud! The best managers can be introverts, extroverts, or of course, a mix of the two (ambivert)
Check out this video which talks about the power of an introvert.
The main challenge for a manager is working out how to give effective feedback to an employee, depending upon the type of personality they have. For instance, you would give feedback slightly differently to an extrovert, compared to an introvert.
So, how should you give feedback in the workplace to an introverted employee?
Firstly, it’s not a good idea to summon them to the boardroom furniture and make everything extremely formal. That’s not the best way to give feedback to anyone, as it instantly instils a sense of fear and wondering what they’ve done wrong! It’s far better to ask if they have a minute and sit in an office booth or at your desk.
When giving feedback to an introvert remember that this type of personality listens very well and they will take in everything you say. However, you need to make sure that you’re delivering the feedback clearly and that you’re saying exactly what you mean. Don’t be too loud or confrontational, and make sure that the conversation is a two-way deal; you say what you need to say and you allow them to have their input and ask questions. Introverts are naturally curious so it’s likely that they will have one or two questions to clarify what you’re asking of them.
Remember to explore ideas with your introverted employee. Introverts are very creative and it could be that they have a great idea on how to complete a task, but that they perhaps didn't want to raise it around the boardroom table at the last team meeting.
Extroverts can sometimes drown out introverts in meetings and collaborative sessions, so it’s a good idea to check in with your introverted employees occasionally and ask for their input - introverts often come up with the best ideas!
If you’re asking your employee to change their approach to a certain task, and you're giving them feedback on how they might be able to do that, again, be clear in what you’re asking. Introverts soak up every word they hear and they will use what you say in order to improve. By being clear, you can truly get the best out of their performance and the feedback you give will turn out to be a positive development.
Just because introverts tend to a be a little quieter than extroverts doesn’t mean that they don’t have ideas, and it doesn’t mean that they're lacking in confidence. It is simply their way to observe, soak up what is going on, and act according to what they see and hear. By giving feedback in the right way, exploring ideas with them and being clear in your intentions, you’ll get the best out of your employee.