
Silent Type Employees and How to Help them Flourish
Quiet people are not always easy to read. In the workspace, this can be frustrating to managers. Fortunately, research on psychology in the workplace and the dynamics of personalities within the meeting arena allow us to understand our silent-type co-workers a little bit better.
According to research conducted by Jim Ludema and Amber Johnson, Forbes contributors and entrepreneurs, it was found that 25 per cent of people in meetings do 75 per cent of the talking, while some people never say a word. Talkers can be overpowering to passive personalities and that must be taken into consideration when analysing the situation. Passive or silent-type employees are far less likely to speak loudly or challenge a “talker” to give them a chance to say something.
We find ways to make the best of this workplace dynamic.
Help them Speak Up
There are a few ways to help the silent types be more verbally present in meetings. One way is to send an agenda of the meeting to your colleagues and ask for their input in writing before the meeting. This way the quiet employee will be able to write their thoughts and ideas and know what to say and discuss when the topic comes up in the meeting.
Managers can also make a note of who was quiet in the meeting and ask for their input before closing the meeting. As mentioned before, an introvert will not easily challenge a speaker. Often mistaken as a personality downfall, it is important to note that the silent types are hardwired that way – just like the talkers are hardwired to talk.
Silence Can Be Helpful
Although managers expect silent type employees to eventually speak up or at least share their ideas via email later, it is also important to consider the following facts. This article by Science Daily states that in meetings people start mimicking each other to eventually agree upon a solution. This leads to a fixation on only one idea or possibility, blocking out other ideas and possibilities, and eventually leading to the conformity of ideas.
Amazon CEO Jeff Bezos has innovated the so-called “silent meeting” of 30 minutes of quiet time, for better quality ideas. Meetings start with each attendee sitting and silently reading a narratively-structured memo for about the first 30 minutes of the meeting. This gives attendees time to digest the information and come up with better ideas and feedback in their own capacities, without distractions. Versions of these “silent meetings” are held by companies such as Amazon, LinkedIn and Square. Experts say this approach can lead to better meeting preparation and better discussions. This tactic can even give people who are typically talked over a unique chance to be heard — including women, people of colour, remote workers and introverts.
More than Shyness
It is possible that in some cases, silence is an indicator that something is wrong. Employees should feel psychologically safe to speak up and if they don’t, they will resort to silence. Sometimes people’s ideas have been ignored in the past or when they did speak up the feedback was negative and they do not want to risk feeling the same way again.
You also get people who are simply not interested in the meeting. They are checking their phones, doodling and generally not present at all. This is the most common reason why people may be quiet in meetings. A private meeting with such an employee is a good idea. Here you can ask the employee if there is anything you need to know. Experts say managers could also agree on having fewer meetings. Cutting meeting time in half ensures no-one gets bored and also gives your employees more time to work rather than sit in on long meetings.
Make sure your company has some house rules when it comes to meetings. For example, people are not allowed to use their phones unless it benefits the meeting. If employees have a situation where they do need their phones they should be allowed to ask if it’s ok if they keep their phones with them. An example of this could be an employee waiting for a call from a doctor regarding an ill child.
In essence, your silent types have a lot to offer and their presence should never be underestimated in the meeting arena. Managing your silent-types effectively is vital for your company’s growth and diversity.