Usually managers admire and love their employees who work hard and sometimes it could be an extrovert who may get all the attention
Do managers notice the ones who do all the work but Quietly – you may call them introverts try this simple test Are You an Extrovert or Introvert?
Do managers offer the opportunities based on the skillset or just provide to the extroverts because they are available when needed and able to share their thoughts quickly ?
This is a very common observation across and quite challenging for managers. The quiet people may not openly share their thoughts given the opportunity they shall perform
But do they get the same or equal opportunities / recognition?
Well, You may ask, isn’t employees themselves are responsible for their own growth and career. Definitely Yes, I agree with that too.
Managers are equally responsible to identify their people strengths and weaknesses and provide equal opportunities
While the business landscape is changing very fast, the managers should groom their teams for tomorrow. It’s a lot of work for sure but it’s worth it….
Well you cannot promote everyone and increase their compensation but you can definitely involve them and share skills and provide them the necessary guidance so they are ready and open towards new business opportunities within or outside.
Again this is not just one way – the employees have to be equally responsible
Managers can identify their people core strengths and provide direction, failing to do so – employees may stick on to the same roles for years….
Hence, managers don’t take coaching and feedback lightly. Peoples growth is your responsibility just like achieving the organizational targets.
So spend time to understand their interests and recommend new learning opportunities in the arena they are interested
some may be interested in Project management, Risk management, Quality, Auditing or technical talk to your Learning & development department – some of these trainings may improve their skillset and confidence and you would be able balance your teams workload as well
A good leader is one who tries to meet the needs of everyone…
Here are some key takeaways:
- Proactively recognize the Quiet employees and identify their interests
- Create an environment where everyone can speak up and provide Equal opportunities across all levels
- Set Expectations & Delegate – the information managers holds are very unique hence delegate some of the roles to boost their confidence (do set expectations to avoid any miscommunication)
- Establish trust – hold regular huddles and share your thoughts, suggestions and advise why consistent learning is important? Rewards & Recognition
- Take them out for a coffee and keep the communications two ways
For SME’s/team leaders who are aspiring to become a PMP or an existing manager facing hurdles, my personal recommendation is to study for PMP Certification this course provides you the foundation on
- People – soft skills required to run the projects smoothly
- Process – technical aspects
- Business environment – connection between projects and organizational strategy
personally, this course helped me to improve my operations and my understanding towards the above foundations better.
Conclusion
Quiet ones may hold outstanding qualities and passion to achieve, managers should identify and leverage to their companies benefit by building strong collaboration and harmony enhancing the quality of work and delivery
What is your experience around leading Quiet employees ? please do share your comments below