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15 Considerate Ways To Encourage Shy Employees To Share Their Input

Forbes Coaches Council

A company is a joint effort among its employees. However, some employees may feel uncomfortable sharing what's on their minds. When this happens, the company suffers, since their input might encourage significant change in the business. It's up to managers to help employees feel comfortable enough to share their insight with the company. 

Encouragements to speak shouldn't be forceful, but rather help the employee relax so that they don't feel pressured. A more relaxed and welcoming environment is conducive to getting these employees to share. These 15 professionals from Forbes Coaches Council take a look at how managers can encourage shy staff to be more vocal about what they're thinking.

1. Understand Extroverts Versus Introverts

Individuals process information differently. Extroverts are usually comfortable debating a concept extemporaneously, while introverts would generally like to have time to gather their thoughts before engaging in a discussion. To draw out ideas from those more reticent to share, provide information in advance – and encourage everyone to contribute their ideas, either in a meeting or individually. - Patricia Carl, Highland Performance Solutions, LLC

2. Start With Validating Their Value

Start with validating their value. Be aware of what that value is for that team member and speak directly to it. If someone is shy, they are easily intimidated. Asking in advance to complete questions or share their vision then scheduling a time to go over this together, is a great way for them to put their thoughts on paper and be ready to share more in-depth responses. - Marlo Higgins, Marlo Higgins, Your Chief Inspirational Officer

3. Set The Expectation Clearly

Set the expectation clearly. Construct your team discussions so that no one can sit in the corner of the room and hide, nor can one big voice take over the entire discussion – especially if that big voice is yours! - Tonya Echols, Vigere


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4. Don't Force Them To Be Who They're Not

Respect the shy employee. Don't force them to be who they are not. Draw out who they are. A quiet or shy employee may tend to be a strong thinker, insightful, inquisitive. Ask few, yet open questions. Pause. Give them time to respond. Don't solve or answer for them. Hold them resourceful and acknowledge their strengths. And help them to be accountable for stretching themselves, too. - Jerome Zeyen, InsightHR Consulting

5. Invest Time In Building A Relationship

A shy employee may be introverted in group settings, or feel intimidated if called upon without preparation of thought for an answer. Good leaders invest the time building a one-on-one relationship with employees to understand their strengths and personality styles, listening to ideas in a trusted and safe environment, and working together on the importance of confidence in their expression of input. - Denise Russo, SAP

6. Create A Culture Of Psychological Safety

If a team member fears being ridiculed or criticized for their input, they will likely not feel safe in sharing ideas. Leaders should work together with their team to create and align on how they'll work together and consistently uphold these values daily. Leaders should model open, honest and direct communication themselves, setting an example for the team. - Aaron Levy, Raise The Bar

7. Give Them The Topics In Advance

People who are shy or introverted may just be more of an internal processor. In other words, they need time and space to process their ideas before they are ready to respond to questions. To encourage more input from those too shy to speak up in meetings, give them the topics and questions ahead of time so they can prepare their answers and allow them to submit those answers in writing. - Lorna Weston-Smyth, LWS Coaching and Training

8. Engage In Socratic Questioning

Leaders must be willing to engage in Socratic questioning, which means they must be willing to ask the dumb or simple questions to allow their employees to teach them. Managers are used to providing all the answers and want to be seen as knowing everything; therefore, this is not an easy skill to master, but is the best way to get all employees to engage. - Shane Green, SGEi

9. Leverage Circular Dialogue

Many people are quiet about their ideas because they feel inadequate or less experienced. They are challenged with impostor's syndrome. It is important to create a safe environment where people are invited to give input. Leaders can use techniques such as circular dialogue where everyone responds to a topic. This technique allows quieter employees to contribute and build confidence. - Maureen Metcalf, Innovative Leadership Institute

10. Don't Ask Them For Input In A Crowd

Don't ask shy people for input when they are in a crowd. Offer to have them provide input in a one-on-one environment. You can try to force them to speak out, but they'll just say things to go along. It is far more treacherous to get untrue input than to take a bit of extra time and get the real story. - Dr. Rachel MK Headley, Rose Group Int'l LLC

11. Gently Encourage Individual Feedback

Around one-third to one-half of the U.S. population identify as introverts – not a small number. If you notice any of your team members are introverted or are not being heard, gently encourage them to share their thoughts or views on the topic being discussed. You may even want to wait until after the meeting to solicit individual feedback from introverted team members, and then do so in private. - G. Riley Mills, Pinnacle Performance Company

12. Don't Call Them Out By Name

Good leaders should not call these people out by name – that just makes them retreat more. Give participants multiple ways to participate: Ask for more ideas, or ask who hasn't spoken. Have people write down their ideas and submit them anonymously. Be aware that not everyone is willing to speak out, so the more channels you provide, the more feedback will flow. - Sheryl Lyons, Culture Spark LLC

13. Offer Different Ways To Provide Feedback

As an introvert myself, I feel most comfortable sharing ideas in a small group setting or one-on-one. As a leader, it's important to know your team. For those who repeatedly shy away from sharing, offer a variety of ways for them to provide feedback such as small groups, individually with you, or even via email. The key is to meet them where they are. - Cheryl Czach, Cheryl Czach Coaching and Consulting, LLC

14. Encourage Fully Honest Communication

A great tool for drawing out shy people in smaller groups is to ask everyone in the room to write down their answer to the question or problem prior to any kind of discussion. Then ask everyone to read exactly what they've written (without added pontification). This tool encourages diverse ideas and a platform for introverted or shy people's ideas to be included in the discussion on the front end. - Denise Mills, The LeaderFuel Center LLC

15. Let Them Have A Written Forum For Their Ideas

Sometimes the loudest contributors in group meetings can lead you in a certain direction. There's nothing wrong with speaking up and not being afraid to share publicly your thoughts, but having a forum where your more introverted employees are encouraged to contribute outside of meeting times will reveal often that the quietest are the best listeners. - John M. O'Connor Career Pro Inc.

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