If you have an introverted employee on your team, you may notice a few distinctive traits that allow her strengths to come forward, but may also keep her disconnected from others in the group. For example, she may not jump enthusiastically into boisterous brainstorming sessions; introverts often need time to process data and ideas before sharing them. Your introvert may also leave meetings as soon as they end instead of staying to engage in small talk and banter. She may opt–out of chats in the break room and Friday happy hour gatherings, and even if she’s friendly and pleasant, she may not actively seek out non-work-related social interactions with others.  

So what can you do to make sure your introvert stays in the loop? How can you make sure others on the team get to know her as a person? And how can you encourage her to see the value in banter and small talk? Here are a few tips.  

Let her know that she’s seen and respected. 

Let your introvert know that you see and respect her nature. Instead of saying (or allowing others to say) things like “Why don’t you ever spend happy hour with us? What’s wrong with you?” try something like: “I can see that you’re introverted and you appreciate space. I want you to know that whenever you feel like it, you’re always welcome to join us for happy hour. We’d love to see you!”  

Create balance instead of forcing your introvert to change.  

Introversion is as common as extroversion, but extroversion is often given more respect and leeway in office settings. Turn the tables now and then. Instead of encouraging your group to engage in endless pre-meeting banter, cut the banter short and get the meeting underway to show respect for your introverts and their time.  

Cultivate a non-threatening environment.

When introverts feel comfortable and they’re treated fairly, they tend to relax and open up, and they may be more inclined to share their thoughts and true personalities.  

Draw him out politely. 

If you’d like to hear more from an introvert on your team, simply say so. If he hasn’t contributed his thoughts or ideas to a discussion, turn to him directly and ask him if he has anything he’d like to say. Ask politely; don’t make demands or accusations as if he’s done something wrong.  

Listen when he talks.

Ask your introvert–friendly personal questions about his weekend plans or his hobbies and listen quietly when he answers.  

Reward and criticize in private.

Even when you have something positive to say about your employee’s accomplishments, do so privately. Don’t embarrass her in front of the group.  

Praise her other strengths. 

If your introvert doesn’t respond well to too much chatter or rushed intimacy, don’t let those become her signature qualities. Instead, draw attention to her math skills, creativity, infallible memory, or problem–solving abilities. When dealing with introverts, it always helps to put effort into building their confidence. 

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For more on how to get the most out of every member of your team, introverts and extroverts alike, turn to the management pros at Merritt.