How Managers Can Better Support Introverts at Work

The workplace is often designed with extroverts in mind, with open-plan offices, back-to-back meetings, rapid-fire brainstorming sessions, and a culture of quick responses. While these dynamics energize some employees, they can drain others, particularly introverts, who often thrive in quieter, more reflective environments.

As a manager, you play a critical role in shaping how both introverts and extroverts experience their workday. Understanding these differences and making small but intentional changes can not only help your introverted team members thrive but also create a healthier, more balanced workplace for everyone.

Leadership communication coach Salvatore Manzi explored how managers can support introverts while also enhancing team communication and collaboration. The insights shared are not about favoring one personality type over another; they’re about building workplaces where all voices can be heard and valued.

Understanding Introverts at Work

One of the biggest misconceptions about introverts is that they are shy or disengaged. In reality, introverts are often thoughtful processors. They take in information, consider it deeply, and then contribute well-formed insights. Extroverts, by contrast, often think out loud, exploring ideas verbally..

For managers, this means the silence after a question isn’t simply a lack of engagement; it’s processing time. What looks like hesitation is actually preparation. If you rush to fill the silence, you risk cutting off valuable contributions. If you always allow extraverts to jump right in, you miss the opportunity for introverts to gather their thoughts. Recognizing these differences is the first step in creating a meeting environment where both introverts and extroverts can thrive.

The 10-Second Rule: Making Space in Meetings

One of Salvatore’s most practical recommendations for managers is the 10-second rule. After asking a question in a meeting, require the full group to wait a full 10 seconds before allowing anyone to respond.

Yes, it feels awkward at first. But those few extra seconds give introverts time to process and formulate their responses. Extroverts benefit too, as it allows them to clarify their thoughts before speaking.

If your team is heavily extroverted, try pairing people for quick partner discussions before sharing with the group. This gives introverts a chance to gather their thoughts in a lower-pressure setting while allowing extroverts the chance to verbalize ideas before speaking to the whole team.

This results in more balanced participation and better-quality input from everyone.

Use Clear, Precise Language

Another subtle but powerful adjustment is how managers frame questions and directions. Salvatore explained that introverts often take words at face value, processing them literally. A vague or general prompt can send them down an unintended path, making discussions less efficient.

Instead of asking, “How’s it going?” Salvatore suggests trying something more focused, like “What progress have you made on the project timeline?” By being specific, you give clearer direction, which helps introverts (and everyone else) respond with the information you actually need.

This precision not only prevents misunderstandings but also signals respect for your team’s time and effort.

The Power of Pre-Work

Meetings are often most comfortable for extroverts, who thrive on in-the-moment discussion. Introverts, however, do their best thinking when they’ve had time to prepare.

That’s why providing pre-work, whether it’s an agenda, background materials, or guiding questions, can be a game-changer. Sharing materials 24–48 hours in advance allows introverts to reflect, process, and arrive at the meeting ready to contribute thoughtful insights.

The good news is this practice benefits everyone. Extroverts can still skim the material right before the meeting, while introverts get the processing time they need. It’s a small adjustment that raises the quality of the entire team’s participation.

Creating Space for Every Voice

In groups dominated by extroverts, introverts can easily get overshadowed. As a manager, it’s your responsibility to ensure that every voice has a chance to be heard. Salvatore offered two practical approaches.

1. Round-Robin Sharing: Ask each person to give a brief, one-sentence take on an issue. This creates equality in the room and ensures quieter voices aren’t overlooked.

2. 1-2-4-All (from Liberating Structures): Start with individual reflection, then move to pairs, then small groups of four, and finally share highlights with the larger group. This method guarantees every person has space to think and contribute without overwhelming them.

Remember, not every voice needs to be heard by everyone in every moment, but every team member should feel their perspective matters.

Build in White Space for Recovery Time

While extroverts often gain energy from meetings and social interaction, introverts can find them draining, even if the meetings are productive. Without opportunities to recharge, introverts may leave the day feeling depleted.

One way to support them (and really, all employees) is by creating white space. For example, enforce 25- or 55-minute meetings instead of filling the full half-hour or hour. Salvatore notes that this built-in buffer gives team members a chance to reset, reflect, or simply breathe before moving on to the next task.

Encouraging intentional breaks signals that you value not just productivity but also sustainable energy and focus.

Remote Work Isn't the Absolution Fix for Introverts

The shift to remote and hybrid work has sparked debate: Is it better or worse for introverts? Salvatore says the answer is nuanced.

For some introverts, remote work is a relief; it removes the constant social stimulation of the office and allows them to focus in quieter environments. For others, especially those with noisy households, remote work can actually be more distracting.

The key for managers is to avoid making assumptions. Instead of enforcing one-size-fits-all policies, consider individual needs and preferences. Some introverts may thrive working from home; others may prefer structured office time. What matters most is giving people flexibility and ensuring that collaboration remains intentional and inclusive.

Introverts Who Are Managers Can Thrive

What if you’re an introverted manager yourself? Leadership often comes with assumptions of constant visibility, endless conversations, and perpetual availability, all of which can be draining for introverts.

Salvatore emphasizes one critical principle: boundaries are leadership. Saying “yes” to everything leads to burnout, while saying “no” strategically allows introverted managers to protect their energy and focus on what matters most.

Another practical tip: arrive early to meetings or networking events. Giving yourself time to settle into the environment before it fills up with people can reduce the sense of overwhelm and help you engage more effectively once the room is buzzing.

And don’t be afraid to bring notes. Preparation is a strength, not a weakness. Showing up with clear, thoughtful points signals professionalism, not incompetence.

Supporting Introverts Supports Everyone

While these strategies are particularly beneficial for introverts, they raise the standard for the whole team. Waiting 10 seconds before jumping into conversation, offering pre-work, being precise with language, building white space, and respecting boundaries, these are not just “introvert accommodations.” They are hallmarks of thoughtful, human-centered leadership.

When managers intentionally support introverts, they create environments where people feel valued, heard, and able to contribute at their best. That, in turn, leads to stronger collaboration, deeper trust, and better results for the organization as a whole.

The modern workplace doesn’t have to be a world designed only for extroverts. By embracing practices that balance different communication and energy styles, managers can foster teams where everyone, introverts and extroverts alike, can thrive.

Listen to the entire episode HERE to learn more about how managers can better support introverts at work.

Keep up with Salvatore Manzi

• Connect with Salvatore on LinkedIn: https://www.linkedin.com/in/salvatorejmanzi/ 

• Get his book: https://www.salvatoremanzi.com/ccpb/ 

Guest bonus: 3 Free Consultations

Salvatore is giving away a free consultation to 3 members of Podcast+. This complimentary 75-minute virtual consultation (plus a 30-minute follow-up) is designed to help leaders address a real team challenge, whether it’s navigating feedback, introducing change, preparing a high-stakes presentation, or planning an off-site.

👉To get this guest bonus and many other member benefits, become a member of The Modern Manager Podcast+ Community: https://themodernmanager.com/more 

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