Managing a diverse group of staff members in the workforce can be a challenge at times—especially if you are trying to accommodate the needs of your introverted employees and include their voices in wider conversations. By doing so, you'll be able to ensure that everyone is feeling comfortable and heard, no matter what their preference of communication style.
When a department manager at any organizational level is willing to lean in and meet individual employees where they are at, that gesture fosters the spirit of an open-door policy, builds stronger team morale and moves the company forward.
Below, a panel of experts from Forbes Human Resources Council offers some further advice on how to navigate safe and honest communication exchanges to boost input from the most soft-spoken employees on your team.
Forbes Human Resources Council members share their ideas.
Photos courtesy of individual members.1. Make Your Conversations Inclusive
It’s all about finding the proper setting to talk to employees. A great leader should engage with their teams to figure out how to include everyone in ways that bring out their energy and ideas while also matching their comfort levels. Also, scheduling check-ins and obtaining feedback by having one-on-one conversations helps to make employees feel seen and heard without having to call them out in larger group settings. - David Tripp, Sage Dental
2. Provide Alternative Methods Of Communication
Shyness is a communication style, not a thought process. Although a person may be shy, their opinions are valuable. The best way to get feedback from shy employees is to ask for it using the most comfortable channel for them. That could be through an in-person one-on-one meeting, via email or an anonymous survey—with the intentionality of the feedback set and proper time given to allow the employee to prepare and feel safe giving their candid response. - Marissa Morrison, Well Health Inc.
3. Show Respect And Consideration
Psychological safety is key for all employees but even more so for shy or introverted individuals. We all need to know that our opinion and feedback will be respected and considered. Give employees time to digest the information and prep their questions or responses. These practices help all employees, not just those who are shy and introverted. Inclusive practices make work environments better for everyone. - Rebecca Perrault, PRO Unlimited
4. Get To Know Your People
The foundation of meaningful feedback is relationships. If you have "shy" people on your team, get to know them, build the relationship and then show them that their input and insight matter to you. Your quietest people can be the most impactful in what they aren't saying. Pay attention to subtle changes and nuance. Be respectful of boundaries and ask for their preference of feedback method. - Nicole Roberts, Forta
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5. Encourage Honest Feedback
Honest feedback is often asked but not so easily given. The key to success in this endeavor is to find their preferred method of communication. Many times, we default to communication in our preferred method. However, when facilitating feedback, it is important to not only create a safe space but also create an environment that is preferred by the employee. - Nakisha Griffin, Neustar Security Services
6. Demonstrate Self-Awareness, Empathy And Care
Meeting people on their terms requires self-awareness, empathy and care. Recognizing that we all communicate differently is just as essential as knowing how you come across when approaching someone. Taking a thoughtful, considerate approach while trying to understand where someone is at that specific point in time can help bridge communication with people who may be hesitant to share feedback. - Bryan Ignozzi, Raines International
7. Make Yourself Accessible To All
As a leader, making yourself open and accessible to employees on a one-on-one level, as well as in a group, will provide spaces where staff may learn to overcome shyness at work. Offering multiple ways for employees to provide feedback will allow them the time to process and prepare. It also builds trust with the shy employee, allowing them to offer feedback in a manner that suits them without feeling judged. - Brandy Marshall, Franklin Pierce School District
8. Start Every Meeting With An Icebreaker
Set consistent one-on-one meetings and prepare icebreaker questions to draw them out. Ask about their life and show that you value their opinion. Find out what their ideal career path looks like and how you can support them. Structure your team meetings so people feel comfortable discussing their opinions and views. Be consistent and build trust. - Erin ImHof, CertiK
