How to Build a Company Culture that Empowers All Personality Types

Managing a group of employees inevitably means having to manage a wide range of different temperaments, personalities, and character types. Every office, for example, has its share of introverts and extroverts. As managers, we must recognize that neither personality type is necessarily better nor worse than the other. Regardless of whether an employee happens to be distinctly introverted, extroverted, or somewhere in between, managers must get to know them on a personal level and understand their unique strengths. In other words, we must start practicing seeing the forest for the trees. In doing so, we’ll be able to provide our employees with a workplace culture that is optimized for success – rather than building a workplace that’s only amenable to a single personality type.

We hear you: this is easier said than done. Managers tend to have fairly busy schedules, which can make it difficult for them to get to know individual employees.

Still, the fact remains: if we fail to create a company culture that empowers employees in a fair and equitable way, we’re that much more likely to lose those talented employees whose voices are not being heard and whose concerns are not being addressed.

With that in mind, let’s break down a few strategies that can be employed to make all of our employees – regardless of their personality type – feel equally secure and appreciated.

  •    Ask for their input. There’s perhaps no more effective way of ensuring that all of our employees feel heard than by providing them with regular opportunities to voice concerns. Similarly, employees need to be able to openly voice any opinions that they might have regarding decisions or developments that will affect the workplace as a whole. In doing so, you will collectively start to build a more encouraging and harmonious workplace – and you’ll be sure to hear valuable ideas and insights, too.
  •    Adjust your communication strategies accordingly. In many cases, group meetings are an effective means of gathering input but bear in mind that not all of your employees will feel sufficiently comfortable to speak honestly and openly in such a setting. If you notice that any of your employees tend to remain quiet during group meetings, don’t simply write it off. Take note of it, and make it a point to reach out to them personally and suggest that the two of you meet one-on-one at some point in the future. In all likelihood, they’ll feel much more comfortable and open after you’ve removed the crowd from the equation.
  •    Be aware of (and have respect for) their boundaries. At the end of the day, it’s an employee’s feeling of security, as well as their performance, that should be the critical factors. Some employees will naturally thrive in group settings and as public speakers, while others will be at their happiest and most productive while working alone and communicating with others only infrequently. Again, the most important thing for managers to remember here is that one style of work is not superior to the other, so long as an employee feels comfortable and empowered to do their best work. What matters is that we continually make a conscious effort to provide each employee with an optimized workplace that is conducive to their success. This won’t be achieved overnight, but there are steps that we can take each day to start building a company culture where everyone feels heard.

Strengthen Your Employees and Your Company Today

Building a stronger team begins with empowering each employee across all levels of an organization. For many managers, knowing how to get started on this process can be a challenge. That’s where we come in. To learn more about how you can empower every individual member of your team, contact us today.


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