Problems of Modern Introverts in the Workplace: The Response
I agree with the article I read, and I understand that modern life makes people chase success and productivity, which is often associated with extraversion. The first idea that came to my mind while reading is that people often suffer from unconscious prejudices and believe that they help introverts by introducing them aggressively into the workspace (Cain, 2012). It is a genuine act of cruelty and violence described in this article since introverts only need to be left alone. Most of them want to clearly understand their rights and obligations and the work’s specifics and do it every day, asking questions if necessary. The second thought that came to me was about leadership qualities and how they can be combined with introversion. I find it clear that leadership skills must include creative thinking and the constant production of ideas, and the ability to listen to other people. Loneliness is a great motivator to be creative and create innovations that benefit others. Therefore, I can agree with everything written in this article.
The Situation
When I was finishing my bachelor’s degree, my friends and I were excited about getting a new job in my specialty. We cherished dreams that superiors and colleagues would appreciate us. My friend Cody, in addition, had many ambitions after studying at the university, as in four years, he failed to show himself anywhere due to timidity when participating in seminars and conferences. He was well prepared and could get to work with an easy start. However, at work, he faced the fact that, due to his silence, most of his colleagues did not take him seriously. He was frustrated, which did not help him cope with stress. Some colleagues began to treat him like a child who needed constant care and support. They felt that it was difficult for him to remember duties, other colleagues, or employees in other departments. As a result, they said the same people’s names several times and said the obvious things.
One day after work, he told me that what annoyed him the most was that his older colleagues looked down on him because they used him to be too passionate about his work and unable to challenge their views. He considered such an attitude towards himself unfair since he had never been involved in quarrels and gossip; it seemed to him that this, in the faces of colleagues and managers, played into his hands.
Unsolicited Help
Initially, introverts may find that colleagues will provide unsolicited help, showing their unconscious biases. It seems to them that introverts are scared and are a priori under stress at work so that they can impose their advice and their personal experience. Such unsolicited advice only distracts and stresses new employees who are introverted. Introverts want to do their job well and quickly to get competent praise from the manager. Moreover, they are glad to discuss work in a form convenient for them, often by correspondence, and share glory since they can painfully experience increased attention. My friend often talked about how he would like to communicate with his colleagues through mail on work topics and, thus, it is better to get to know them gradually and not listen to their advice for hours.
Condescending Attitude
This idea echoes the previous one and carries the connotation of the dismissive attitude of some colleagues or toxic friendships in the workplace. My friend told me that he understands that his colleagues do not take him seriously and consider him an inept and insecure person with many complexes. We drove him into a panic if we said that colleagues were discussing him in the company. My friend said that he does not need any paternalistic attitude and is ready to work on an equal footing with others, but he needs unique platforms for communication (Kahnweiler, 2020). It, however, does not mean that he needs specific psychological support.
Stereotype of Inability to Protect Them and Their Interests
Miscellaneous people who are prone to merry behavior, jokes, and minor shakes think of introverts as weak people who cannot stand up for themselves and their interests. Perhaps they do not trust serious and global projects that will be criticized and discussed behind large tables. The leaders usually represent defenders and people who can prove to anything loudly their right point. However, I am sure that calm leaders are capable of being responsible, thoughtfully responding to criticism, do not use manipulations during argumentation.
Seizure of Subjectivity
As a result, calm and reasonable people can be deprived of subjectivity, as often in young and vibrant teams. Colleagues may forget them during the holidays, teammates may not consider their opinions, and others may neglect their company (Mcdowell, 2012). They may believe that introverts have no interest in spending time with colleagues, they usually do not listen to their conversations, and the atmosphere in the team does not matter to them. However, while de-subjecting introverts, colleagues should remember that they can always take responsibility for the work into their own hands and make creative decisions that will surprise many managers.
References
Cain, S. (2012). Hire introverts. The Atlantic, 310(1), 68.
Kahnweiler, J. B. (2020). How to create introvert-friendly workplaces during and post COVID-19: The pros and cons. Leadership Excellence, 38–40.
Mcdowell, A. (2012). Why the World Needs More Introverts. Canadian Business, 85(20), 64–63.