Chances are you have introverts in your office--and they're not as rare as you may think. Research suggests that about one-third to one-half of the U.S. population is introverted. These individuals often prefer to work independently and in quieter environments. They may not be the first employees to throw office parties, attend social events, or to speak up in meetings.

But research shows that introverts can bring tremendous value to a business. They're better listeners, are less likely to micromanage their direct reports, and are deeper, more analytical thinkers than their extroverted peers.

According to the 2015 Small Business Success Study only 33% of small business owners want to grow their businesses.  It makes good business sense then, to invest time in turning your current introverted employees into superstars.

"Many people believe that introversion is about being antisocial, and that's really a misperception," Susan Cain, a self-proclaimed introvert and author of bestselling book - - Quiet: the Power of Introverts in a World that Can't Stop Talking, told NPR, adding: "Introversion is really about having a preference for lower stimulation environments. So it's just a preference for quiet, for less noise, for less action. Whereas extroverts really crave more stimulation in order to feel at their best."
Susan Cain是一位自认为内向的作家,她著有畅销书《安静:生存于言语不止的世界中内向者的力量》。她告诉NPR,“许多人把内向的性格简单理解为反社会人格,其实这是非常大的误解。” 并且补充道,“内向的性格不喜欢多变的环境,所以这只是他们对安静、少噪音、少变动的状态喜好。而外向者却是想要寻找多变的刺激以便处于最舒适的状态。”

So, how can you maximize the value of introverts in your office and help them shine?

1. Understand their strengths.
1. 了解他们的优点长处。

Extroverted managers may have an especially hard time seeing the value of introverts. After all, an introvert may not be the first person to speak up at team meetings, promote their own skills or accomplishments, or network with others. But it's worth understanding what skills introverts possess that many extroverts don't.

Research from Adam Grant, a management professor at University of Pennsylvania's Wharton School, shows that introverts can be better leaders than extroverts--especially when managing proactive, outgoing employees. That's because they are more likely to let talented employees run with their ideas rather than try to steal their thunder. Moreover, introverts are more motivated by their dedication to longer-term goals than their egos and desire for recognition.
来自美国宾州沃顿商学院的管理学教授Adam Grant进行了一项研究。研究显示,内向者比外向者更能充当领导的角色——特别是管理那些最积极、外向的员工。这是因为内向管理者更善于让有才能的员工实践自己想法,而不是去抢他们的风头。再者,内向管理者能从长期目标投入产生动力,相比之下,他们对自我尊严和关注度的需求更少。

2. Give them a quiet, distraction-free workspace.
2. 为他们提供一个安静、不受干扰的工作环境。

Today's "open-office" environment--ones where people sit in desks very close together--are an introvert's nightmare. They need a quiet space to concentrate and think and don't want to overhear their coworkers' distracting phone conversations.

Rather, introverts tend to excel in quieter environments, such as larger cubicles, individual offices or even working from home. Companies that acknowledge introverts' need for solitude are more likely to realize the benefits of their introverted workers.

3. Provide a nurturing workplace for introverts.
3. 为内向员工提供成长的工作环境。

Understand what your office introverts need to thrive. Many introverts, for example, like to have time to brainstorm ideas and flesh out their thoughts before meetings--as they're good at working solo. So sending out agendas in advance of meetings can help them prepare. Many introverts prefer to write out, versus vocalize, their ideas. Solicit feedback via writing--such as via email--rather than expecting everyone to speak up in meetings.

With nearly half of all U.S. workers being introverts, it only makes sense that companies take steps to recognize their value and turn them into rock star employees.