Companies often classify their employees as introverts or extroverts. While an extrovert is perceived to be the aggressive, loud employee who is likely to excel at sales, the introvert is the mastermind sitting quietly behind the desk, right? Maybe not. Labeling employees with personality expectations for positions can lead employers down the wrong path when interviewing and fostering growth in the office.
The reality is that many employees are not rightfully classified as introverts or extroverts. It is likely that each member of your staff exhibits characteristics of both personality types. Your top manager may be more withdrawn and an active listener, enabling him to thoroughly assess the situation and problem solve in a calm and collected manner. Your executive assistant may have a bold personality when negotiating with vendors, yet quietly and efficiently serve the needs of your employee base.
Labeling employees as introverts or extroverts can cause more harm than good, according to David K. Williams with Forbes. For example, an interview candidate or employee labeled as an introvert may be perceived as being highly sensitive and unable to handle social situations with clients. The exact opposite of what is expected may be the actual truth. On the other hand, individuals labeled as extroverts may be perceived as too aggressive, opinionated and loud. As a result, employers may not view extroverts as ideal candidates in positions that require calm negotiating.
As a result, you may be putting your employees and potential applicants at a disadvantage. The so-called "introverts" may lose opportunities to lead, which could alter your company culture negatively. The so-called "extroverts" may be pushed into sales or executive positions that are not appropriately matched to their skill set.
Labeling individuals as introverts or extroverts hinders the company culture and promotes assumptions and judgments. Management and employees who perceive individuals as one or the other personality type may take an immediate dislike to a person who is an extrovert when they view themselves as more of an introvert. These inaccurate assumptions damage the inner workings of the office environment, pose a threat to communication and pit employees against one another.
While personality tests can help to indicate how your staff copes with stress or prefers to work with a group or individually, these tests should not be used as a tool to label or classify your staff as introverts or extroverts. A charming executive who is social during client meetings may prefer to work independently versus working with a team. An assertive sales professional who is motivated in pursuing client acquisitions may prefer to collaborate in a calm and thoughtful manner.
Removing labels from the workplace provides leaders with an opportunity to see firsthand how employees rarely fall strictly into categories of introverts or extroverts. Allow your staff to strive for success without limitations by tossing out the notion to label.
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