Welcome to WorkLife Wednesday, where we take a look into best-practice leadership methods to make your WorkLife awesome.

Good morning. If you're reading this, you’re already a workplace leader. Whether you were born with the instinct to lead, have honed your communication skills as a vital survival tool, or identify as a quiet employee yourself, it's clear that effective leadership manifests in various forms.

It's widely acknowledged that different job functions naturally appeal to either introverts or extraverts. For instance, extraverts often thrive in roles such as sales, where engaging with others fuels their energy. In contrast, introverts may find their strength in positions allowing for more solitary work, like accounting, where they can recharge through introspection and focused tasks.

As a leader, understanding and valuing your quiet employees is essential, regardless of your own job function. This understanding not only enhances team cohesion but also leverages the unique strengths that diverse communication styles bring to the table.

In this newsletter, we will explore ways to foster an environment where quiet employees feel equally seen, heard, and appreciated. By embracing the diversity within our teams, we can unlock a deeper level of creativity, productivity, and collective success.

Presented by Bay Area Times

Visual-based newsletter on business and tech

We explain the latest business, finance, and tech news with visuals and data. 📊

All in one free newsletter that takes < 5 minutes to read. 🗞

Save time and become more informed today.👇

The Quiet Employee Handbook

1—Develop Their Strengths:
By far the most important piece of advice to keep in mind when using this handbook. Identify and nurture the unique strengths and skills of quiet employees. Offer opportunities for them to lead projects or initiatives that align with their talents and comfort zone, such as research, writing, or behind-the-scenes organizing.

Quiet employees look forward to making a difference, but might be hesitant to reach out for opportunity.

2—Communication Style:
Recognize that quiet employees may prefer written communication or smaller group meetings. Encourage various forms of communication (emails, instant messaging, and one-on-one meetings) to ensure they feel comfortable expressing their ideas.

Admittedly, virtual messaging isn’t always a convenient method of communication. Give your introverted employees grace, but know the boundaries of effective virtual communication methods.

3—Create Inclusive Meetings:
During meetings, actively solicit input from quieter employees. You might introduce structured turn-taking or use round-robin techniques to give everyone a chance to speak. This approach ensures that quieter voices are heard and valued.

4—Offer Flexible Work Arrangements:
Quiet employees often thrive in environments where they can control their workspace and schedule. Flexibility in working hours and the option to work from home can significantly improve their productivity and satisfaction.

The war on WFO has been a hot topic over the last 4 years. As a currently unemployed supply chain specialist, I’ve seen a trend in job listings lately. There have been more “On-Site” job postings this year than in the last few years. One thing I’ve noticed, however, is that “Remote” job postings regularly have “Over 100 Applicants” as opposed to the former. Something to keep in mind…

5—Foster a Culture of Respect:
Encourage an organizational culture that values listening and thoughtful reflection. This can help quiet employees feel more valued and understood, reducing the pressure to speak up more frequently than they are comfortable with.

6—Recognize Their Contributions:
Quiet employees may not always speak up about their achievements, so it's important for managers to recognize and celebrate their contributions in a way that respects their preference for less public acknowledgment. Personalized feedback or written recognition can be more appreciated.

7—Encourage Relationship Building:
Facilitate opportunities for quiet employees to form deeper connections with colleagues through mentorship programs, team-building activities, or interest-based groups. Stronger workplace relationships can boost their confidence and engagement.

8—Provide Clear Expectations and Goals:
Quiet employees, like all employees, benefit from understanding exactly what is expected of them. Clear communication regarding goals, deadlines, and priorities can help them navigate their responsibilities with confidence.

_{Written by Bailey Hepler}

REFERRAL PROGRAM

Thanks for readin’! As you all know, One Revere is a free publication, so we just ask that You share your referral link with a friend today to keep the Revere Family growing 📈