9 Things You Can Do to Get Introverts to Like You More In The Workplace If you are in a leadership position, use these tactics to get the most out of your introverted colleagues.

There are a lot of ways to make friends and influence people while at work. And when it comes to the more introverted side of the office, there are a handful of small things you can do to show you care and are trying to make others comfortable. It's been debunked over and over that introverts hate socializing or they are super shy. Instead, a lot of situations — especially in the workplace — cater towards extraverted people.

I've worked with a lot of different people on both sides. Here are my nine best ways to help create an environment where introverts feel safe and can thrive.

Introverts at work: what you need to know

Extroverts thrive in noisy, louder environments, whereas introverts thrive in quieter, more subdued ones. However, most introverts do enjoy social interactions — they need a little more time to recharge and prefer smaller gatherings.

If you are an extroverted leader, some situations or challenges may arise when leading an introverted team. Here are some tips on working with introverts and how to provide an environment that will help them flourish and provide the most value to your team. Remember, even though it's pretty easy to identify if someone is an extroverted or introverted employee, learning more about the different personalities in the workplace can be helpful.

Related: Why The Business World Needs Both Extroverts And Introverts

1. Learn to recognize introversion

You're probably not a psychologist who diagnoses personalities. But there are some telltale signs that someone might be introverted:

• Typically, they are not the first to voice their ideas or opinions.
• Their focus will be on listening rather than talking. They'll focus on asking clarifying questions over long, rambling remarks.
• They prefer to complete tasks in a structured and methodical manner.
• They don't need to interact with people much. If the work doesn't require collaboration, they tend not to seek it.
• Their attention to detail is impeccable.
• They don't display their emotions as much as their extroverted counterparts.

2. Take the initiative with them

In most cases, introverts will not be the ones to initiate engagement first. As a leader, make an effort to engage with introverted employees and give them an opportunity to jump in.

Introverts love connection as much as extroverts — so help them when possible. When you can, connect the dots and introduce them to people who they might not always take the opportunity to introduce themselves to.

3. Be respectful of their need for quiet

Wanting alone time is natural for many extroverts but essential for introverts. The need for quiet is just a way for them to center themselves. There are a few ways to provide them with solitude so they don't have to demand it.

For one, you could establish a universal sign to let people know when they're in the zone. Our office has a rule — if AirPods or headphones are in, approach with caution and give them space. If they are in the zone, let them do their thing.

Again, introverts might not always want to spend much time with others, depending on the day. Remember, though, that this doesn't mean they don't care about the team — they need some time to recharge. Planning is an effective way to make introverts feel more comfortable during events. You might also want to add some quiet buffers along the way.

The most obvious approach is to create designated quiet areas in a physical office. Consider setting up workstations in separate parts of the break room rather than allowing people to socialize in this area or creating a quieter area in the break room for relaxation.

The problem is, modifying the look of your office is a considerable undertaking. And what happens when you work remotely? There are dozens of other ways to create privacy that don't require anything elaborate or costly.

Related: You Should Let Your Team Decide Their Approach to Hybrid Work. A Behavioral Economist Explains Why and How You Should Do It.

4. Introduce more introvert-friendly meetings

For introverts, meetings can be challenging. Instead of springing meetings on people last minute, plan them. Make meetings more effective by adjusting your team's social preferences.

Consider holding a meeting with those directly involved and recording it for others to refer to if the topic doesn't involve all team members directly. You might be able to get more done with 1:1s or department-specific chat channels. Introverts tend to speak up more when they feel comfortable, and when you have too many cooks in the kitchen, they might not feel comfortable chiming in.

5. Find out what meeting preferences are

Everyone has a different way of working. Poll your team about how they like their meetings. You should ask these questions such as:

• Are you a morning person or a night person when it comes to meetings?
• Do you like breaks between meetings?
• When it comes to team meetings, what do you find most helpful?
• How do you keep meetings productive?
• How long should our meetings be?

Make sure you know what each meeting is for ahead of time.

Give clarity about a meeting by sending a Slack message or filling out Google Calendar, as well as an agenda. Often, introverts are deep thinkers and listeners. Knowing about a meeting in advance will give them time to prepare and compose their thoughts.

Make participation easier with engagement.

In meetings, not everyone likes to lead or speak. In virtual meetings, use the chat feature so everyone can contribute. Introverts can also reflect internally by writing down their thoughts.

Whenever you get new team members, use icebreakers to get them acquainted. Whenever people are just joining the team, don't expect them to participate actively. Trying to force high-spirited activities on your team can also make the conversation less natural for introverts.

Give people a break after a long meeting or discussion.

Whenever you have team-wide meetings, 1:1s, business reviews or other long sessions, let your direct reports take breaks in between. If you give them time to recharge, they'll stay fresh and be able to focus on their next project.

6. Get the most out of their natural tendencies

Don't try to change them, but learn to understand them and how to work with them. People are unique in their skills and abilities because of their personalities. Having a different perspective, a fresh idea or unlimited motivations comes with each type. Each team member contributes their strengths and takes steps to avoid their weaknesses in a team setting. Consider asking introverted employees questions such as:

• Is it more comfortable for them to ask many questions before starting a new task or project?
• How long does it take them to formulate an opinion?
• Is it necessary for them to spend extra time researching an issue before discussing it at a meeting?
• Is there a preferred way for them to accomplish certain tasks?

Related: 6 Overlooked Superpowers of Introverts in the Workplace

7. Provide a comfortable environment for sharing ideas

Your coworker knows what style of communication feels natural to them. Get a sense of their preferences by simply asking them. Do they prefer emails, Slack or in-person interactions? Adjust your communication style to fit their needs. If you are a leader, it's important to know how to adjust your tone and style to be most effective with the individuals you are leading.

It has nothing to do with shyness. As Laurie Helgoe, psychologist and author of Introvert Power: Why Your Inner Life Is Your Hidden Strength, says, introverts appear shy because they think before speaking. As such, show your introvert respect by honoring their style.

8. Substitute brainstorming for brainwriting

Several studies have shown that three chatterboxes in a meeting do 70 percent of the talking, according to Leigh Thompson, author of The Creative Conspiracy. Thompson suggests experimenting with "brainwriting" to prevent the "wallflower effect."

To start, Thompson says, "When in a meeting, write out the problem you want your whole team to solve during the brainwriting session. After that, give out index cards and ask everyone to write down one anonymous idea per card."

You set a timer so the employees all have time to think of ideas — then collect all the cards at the end of this period. Post all ideas up on a board at the front of the room and have everyone vote for their favorites. By proceeding through your meeting in this manner, everyone can share their ideas without fear of guffaws or rejection or being swayed by the loudest person or set of employees in the room.

Thompson states, "Loose brainstorming sessions don't always work — because it's not a democracy of ideas." As Thompson explains, "I shouldn't vote only for the CMO's idea — I should be voting for an idea that I really think will be exciting for our company or organization. With brainwriting, you can make it happen."

9. Make sure people feel comfortable sharing and speaking up, and respect everyone's communication style

It's important to cultivate a trusting environment in your workplace. With an introvert, your team can understand them better, and everyone will benefit from the added advantage of learning to communicate with someone unlike themselves.

You can try these tips to encourage introverts to speak up:

• Let them know what topics to discuss in advance so they're not surprised.
• Make sure they know it's okay to take time to think about something.
• Once other people have shared their ideas, ask them what they think.
• Discourage other team members from giving negative feedback. There's an art to explaining why an idea might not work, and it shouldn't involve teasing, sarcasm or personal comments. Overall, don't let overt obstacles keep people from contributing.

Related: Having Trouble Speaking Up in Meetings? Try This Strategy.