Ten Ways to Manage a Team of Introverts

I stole the following from a meme or maybe a T-shirt: Introverts. We’re here, we’re uncomfortable, and we want to go home.

That about sums it up. I’m often uncomfortable around people, and even when I’m enjoying myself, I’m looking forward to being home. I like socializing, but it’s also exhausting. That’s really the crux of being an introvert. I get tired just thinking about interacting with people.

It can be hard to be an introvert at work because communication is vital in business; heck, it’s vital in life. Our work and personal relationships depend upon it. And the fact is, introverts have a lot to say, but if you aren’t asking in the right ways, it could create unnecessary problems.

There’s a big difference between managing a team of hard-charging, fast-talking extroverts and cautious, patient, meticulous introverts. If you’re managing both groups the same way, half your people are miserable. And let’s face it, it’s probably your introverts. They aren’t telling you otherwise or fighting for what they need. You’ll know someone was unhappy when they send you a resignation email. By then, it’s too late, and you didn’t even know there was an issue.

So, I’m here to speak (or rather write) on their behalf. First, we’ve established that I’m an introvert. I also manage a team of introverts, and I’m in the personality assessment business. It’s up close and personal experience at your disposal. But just so you know, you are getting your money’s worth out of this blog; I also polled some introverts and asked them what they need from their managers. And while nothing came as a complete surprise, it was helpful to get their point of view. They were also kind enough to share their rationale, which I didn’t even ask for. A bonus of working with detailed, introspective thinkers, you get a lot more than you pay for, like this blog. So here we go:

1. After their initial training, build their confidence in their own abilities and knowledge. Rather than providing the answers when they come to you, encourage them to think through the matter and resolve it independently. This motivates with a sense of accomplishment and inspires self-sufficiency. Create an environment where reasonable mistakes are viewed as learning opportunities rather than disasters; a tall column 8 isn’t going to let themselves go overboard and misuse this leeway.
2. Cautious introverts hate having to ask questions. They’ll do it because they want to do things right, but they’ll be worried about bothering someone or that they should already know the answer. They appreciate being independent in their fact-finding, so having places they can access answers (procedure manual, shared knowledge center) is really appealing. Still, always encourage questions and be a mentor.
3. Check-in on them to see how things are going. Cautious introverts aren’t necessarily great at proactively bringing up problems. One-on-one conversations or private emails are where they may feel most comfortable discussing issues, but only if they feel you are genuinely interested, not just going through the managerial motions. Focus conversations on tangible ways they can resolve problems; don’t simply give platitudes. 
4. Eliminate "brainstorming" from your vocabulary. It can feel more like blindsiding. Instead, ask them to think about a question or problem and get back to you with their thoughts at an agreed-upon time. They will have more and better ideas if they think it over. This turning it over in their mind might even happen outside of their normal work hours, for instance, when they are on their evening walk. Why? Because often they are too busy putting out fires at work to do deep thinking. Introverts do not do their best thinking in spontaneous groups or amid distractions. Plus, they won’t fight to be heard over the assertive extroverts. This is not to say that you shouldn’t invite introverts to brainstorming meetings. Send an email a few days before the meeting to allow those introverts to prepare. They’ll be more likely to speak up when they have had a chance to gather their thoughts.  
5. Many introverts like to get and give difficult news via email first to promise a follow-up call or meeting. It gives them time to process and tame any emotions. Of course, this doesn’t apply to all situations, but when possible, it’s a great way to pave the way for a productive conversation.  On the flip side, when I ask an introvert to call me or have a meeting, I am sure to include something like: “It’s nothing bad!” Column 2 and 8 introverts go straight to catastrophic thinking.  How do I know? I have an amazing employee, and she once told me that every time I ask her to give me a call, she thinks she is getting fired. 
6. As a leader, proactively manage your own stress. Be careful not to transfer it to others. If you are on edge or feeling overwhelmed, your introverted employees will absorb that energy the most. They already tend to take things seriously, so the tension can amplify painfully. Introverts internalize stress, even if it isn’t theirs. 
7. Let them focus. You may want to do it all right now, but resist introducing more than one new challenge at a time. Introverts tend to prefer concentration and mastery over ASAP and "good enough." 
8. Don’t assume cautious introverts do not want to grow or move up or that they will be fulfilled working the same support job for the next 5 years. They often want to master their work first before they feel confident taking on more or something different. The key is to find professional development goals that stretch and challenge them without overwhelming them. Sometimes they need a little push to step outside of their comfort zone and risk making the mistakes that come from learning. 
9. Cautious, detailed introverts want to feel that what they do makes a valuable contribution.  Get good at verbalizing to your team that what they do matters. Show them how it ties into a goal or project, talk about the outcome, give status updates, and be specific.
10. Introverts like praise, especially if they have a tall column 8. But they don’t like to be put on the spot. If they’ve worked hard on something, acknowledge their work. A group email or an email where their manager is cc’d is cool. Just don’t make them get up and take a bow. 

So, there you have it, ten ways to lead a team of supportive introverts. Here’s to making them more comfortable!