Sometimes introverts are outshined by extroverts’ allure, social confidence, and fizzing personality.

Introverts are very reserved, that if not keen, managers may fail to discover their potential.

In spite of their silent nature, introverts can still be extreme hard workers who bestow themselves fully to their work, whether or not managers see or recognise them.

Introverts are people that seem quiet and reserved, they would prefer doing their activities with one or two people, but not more. They favour to know a few people and can understand situations noticeably and accurately. They find it better to spend their time alone and most of them wish to keep a distance from everyone else. 

A few tips to manage introverts in the workspace;

For Vennah Uwera, an introverted entrepreneur, introverts ought to be given some space to refresh and complete their tasks. As opposed to open meetings, scheduling one-on-one meetings with introverted employees is an excellent strategy to give them space to air out their views comfortably.

Uwera stresses that since introverts can’t take on some roles or be active at times, a thing that hinders them to try out new things, it is therefore the manager’s or supervisor’s role to offer them the opportunity to lead in the workplace to put to use their innate skills.

She says, managers should also engage introverts in taking part in discussions even when they don’t ask for any opportunity to speak, this is because they might be having important ideas to communicate that which can boost the company.

"Encourage working in teams as this can boost introverts’ skill and abilities to cooperate with others. Once the environment is right, introverts can flourish and come out of their shells and somehow, their confidence even gets enhanced,” Uwera notes.

She urges employers to give equal opportunity to the quiet candidates while recruiting employees as they are also having equal potential and sometimes they have more budding ideas than the others who like to socialise willingly.

Uwera points out that as an employer, encourage training to increase specific skills as everyone has specific skills they want to master to achieve personal and professional growth. For introverts, good training opportunities could emphasise learning about different personalities and working styles, for example, how to work well with extroverts, public speaking and how to give appealing presentations and networking efficiently.

Career experts say that it’s critical to help people achieve their goals by understanding their perspectives and what they’re trying to accomplish. You want your employees to feel valued and supported for who they are and what they can offer your company. People who don’t feel valued and supported become unhappy, make mistakes, don’t produce good work, and bring negative energy to their team.

Emmanuel Kwizera, an employer at an IT firm explains that often leaders should embrace the strengths of their workers as introverts can still be valuable to the progress and success of the team.

Instead of forcing them into situations that cause panic, introverts prefer working within or just outside their comfort zone until they are willing to take further steps, he adds.

Research shows that some social situations may trigger anxiety for shy people, causing them to withdraw and not produce their best work.

Kwizera explains that introverts should also be considered while giving promotions. 

Although traditionally not strong self-promoters, research indicates that introverts are often successful managers because they carefully assess capabilities and delegate very effectively.

However, if you manage introverts, it’s important to encourage them to challenge themselves from time to time as opposed to staying in their comfort zone.