Shaping the Future of Work for Introverted Types

Almost two years after the pandemic redesigned the workplace, World Introvert Day (January 2) lets us reconsider the work world for those preferring Introversion–a group making up 57 percent of the global population.

Many companies and employees will transition back to offices in 2022. But that may be more challenging for those preferring Introversion. And employers’ treatment of workers (including return-to-work policies) are a factor adding to the turnover tsunami reported by the US Bureau of Labor Statistics.

How can companies help introverted employees stick around while shaping the workplace more in their favor? Start by understanding differences in motivation and personality. As this tip sheet from The Myers-Briggs Company shares: listen, be empathetic and support your workers that prefer Introversion.

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PREDICTIONS SERIES 2022

Remote, hybrid or in-person? Tips for managers and introverted employees

Employees want choices. Trust workers to gravitate to where they work best. Workers who prefer Introversion need to be heard but often speak up less. In addition, managers need to check their own biases.

For those who prefer Introversion, “We need to honor our preference for Introversion, but that’s not what we tend to do,” says Michael Segovia, Sr. Consultant at The Myers-Briggs Company and TEDx speaker. “Don’t apologize for who you are and don’t be embarrassed to ask for help.”

In our fast-changing world, your edge lies in harnessing 100 percent of your talent – at work, at home, and everywhere in between. The Myers-Briggs Company helps organizations worldwide improve teams, develop inspirational leaders, and solve the most perplexing people challenges. We empower individuals to be the best versions of themselves by enriching their understanding of themselves and others. As a Certified B Corporation, The Myers-Briggs Company is a force for good. And we’re ready to help you succeed.

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