7 Tips to EFFECTIVELY Manage Introverted Employees

In this video, I reveal 7 tips on how to effectively manage introverted employees.

TIMESTAMPS
0:00 - Introduction
2:07 - Tip 1: Be Patient
2:52 - Tip 2: Maximize Their Strengths
3:57 - Tip 3: Provide Opportunities to Grow
4:54 - Tip 4: Meet Privately
5:48 - Tip 5: Be Flexible
6:55 - Tip 6: Give Them a Heads-Up
8:05 - Tip 7: Communicate Electronically
9:08 - Conclusion

Have some introverted employees on your team and don’t quite know how to manage them?

In a workforce that promotes extroverts, it’s easy for introverted employees to be overshadowed by their social and energetic counterparts.

With nearly 50% of the workforce consisting of introverts, there’s a need for leaders to adapt to the needs of introverts to maximize performance and productivity.

How do we do that?

If this is a question you’ve been asking yourself then you’ve come to the right place. In this video, I’m going to share a comprehensive list of strategies you can use to engage these employees and maximize their full potential.

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ABOUT

Tips & Teatime is a weekly segment where Aly shares her top tips and tricks on anything related to career, work, or leadership. If you have a topic you want Aly to cover, then be sure to let her know in the comments section.

Aly has a Ph.D. in Industrial-Organizational (I/O) Psychology and over 5 years of consulting and leadership coaching experience. She has been teaching for the Department of Management at Central Michigan University since 2018. Her research primarily focuses on leadership, performance, and occupational stress. Her research has also been published (e.g., Journal of Business and Psychology and Stress and Quality of Working Life) and presented at top conferences (e.g., Academy of Management and Society for Industrial and Organizational Psychology).

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CREDITS

Music: You Had To Be by E’s Jammy Jams

Resource(s):

Ones, D. S., & Dilchert, S. 2009. How special are executives? How special should executive selection be? Observations and recommendations. Industrial and Organizational Psychology, 2, 163–170.

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DISCLAIMER

This channel is intended to be used to inform and educate the general public only. Every situation is unique and requires customized solutions to be addressed properly. Use your best judgment when using the advice given on this channel for your personal situation.

Content provided on this channel does not serve as a replacement for professional services. Contact a professional service provider if you need to obtain advice for your specific problem. Do not disregard the recommendations from these services because of something that has been provided on this channel.

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