Introverts, extroverts, and ambiverts: making room for everyone at work

Employee engagement is key to a successful workplace. When employees feel engaged, they work better. This leads to a positive culture and happier customers. Happy workers offer better service. Plus, when people are engaged, they are less likely to leave, which saves the company money on hiring and training new staff.

But many company activities don’t consider that people have different personalities. It’s important to include introverts, extroverts, and ambiverts in ways that boost engagement and productivity. Let's look at how we can make a space for everyone.

Understanding personality types

Carl Jung talked about introverts and extroverts way back in the early 1900s. So, what are these types and where do ambiverts fit in?

Introverts like quieter settings. They enjoy solitary activities or one-on-one chats. Big social events can tire them out, and they often need alone time to recharge. In the workplace, they do well in roles that let them focus and work independently. They might not speak up much in large groups.

Extroverts, on the other hand, get energy from being around people. They thrive in group settings and enjoy team projects. They are usually more vocal in meetings and can get bored when they have to work alone.

Ambiverts are a mix of both. They can adapt their style based on the situation, making them flexible team players.

Why inclusive engagement matters

Inclusive engagement ensures that all voices are heard and valued, fostering a sense of belonging and respect among different personality types. By actively involving people, organisations can benefit from a wider range of ideas and solutions, leading to more innovative and effective outcomes. Additionally, inclusive engagement helps to build trust and collaboration, and promotes a more equitable and harmonious environment for everyone.

Communicating with extroverts

Extroverts like to have active conversations. They enjoy chatting, so bring them into lively discussions. Group activities like team meetings and social events can get them excited. When you talk to extroverts, be direct and use clear messages. Match their energy and show enthusiasm to connect better. Also, help them meet new people; this can really benefit them.

Communicating with introverts

For introverts, creating a comfortable environment is key. Providing a quieter space for talks can make them feel more at ease. Give them time to think about what they want to say. Listening and showing real interest can help build trust. They might prefer written messages like emails to share their ideas. Lastly, respecting their need for alone time and understanding that they need space to recharge is crucial.

A study indicates that most people fall somewhere in the middle of the personality spectrum, between introvert and extrovert. Jens Asendorpf, a personality researcher, notes that “90% of people are somewhere in the middle.” 

So regardless of where employees sit on the extrovert to introvert scale, it is essential to be empathetic by understanding their communication styles and adjusting accordingly. Building trust is also crucial; being consistent and respectful helps establish an environment where everyone feels included and comfortable. Additionally, asking for feedback and checking in regularly allows people to adapt their communication style to better fit the needs of people they are speaking to.

Creating an inclusive strategy

Making an inclusive workplace means valuing different interaction styles. Here are some strategies:

• Flexible workspaces: design spaces for both quiet work and group collaboration.
• Diverse communication channels: use a mix of methods, like emails for introverts and big meetings for extroverts.
• Personalised recognition: give feedback in ways they prefer. Introverts might like private praise, while extroverts enjoy public recognition.
• Balanced teams: combine different personality types in teams for a variety of viewpoints.
• Training opportunities: help employees understand their traits and those of their coworkers to boost teamwork.

Conclusion

By recognising introverts, extroverts, and ambiverts, organisations can foster a more engaging workplace, boosting productivity and keeping workers happy. By creating a space for everyone, all employees feel valued and supported in their roles and the unique mix of the team can be celebrated.

Sources

https://www.cam.ac.uk/research/news/study-finds-gbs-most-extroverted-agreeable-and-emotionally-stable-regions

https://www.forbes.com/councils/forbesbusinesscouncil/2022/03/28/understanding-extroverted-and-introverted-personalities-in-the-workplace/

https://www.scientificamerican.com/article/extrovert-or-introvert-most-people-are-actually-ambiverts/