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.
你的公司里都会有内向的员工,并且他们的人数比你想象的多得多。有研究发现,美国有三分之一到一半的人都是内向者。他们更喜欢独立完成任务,更喜欢呆在安静的环境。他们很少是第一个发起公司聚会,参与社交活动或在会议发言的人。

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.
不过有研究显示,内向者对公司的发展有巨大的价值。他们更懂得倾听,并且不会对直接下属指手画脚,比性格外向的同伴更有深度思考和分析的能力。

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.
根据2015年的《小型企业发展调查》,只有33%的小型企业拥有者想把公司的生意发展壮大。所以,如果企业者能够投放资源,把公司里性格内向的员工培养为职场巨星的话,就是很有商业头脑的。

"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?
那么,作为管理者的你应该如何利用内向员工的特点让他们发光发亮呢?

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.
性格外向的管理者也许很难发现内向员工的珍贵之处。毕竟,内向员工总不敢首先在会议发言,提出增长技能或获取成功的要求,也不敢与他人建立联系。不过如果管理者们能够了解内向员工的技能,而这些技能又是外向员工不具备的,就会具有非凡意义。

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.
如今的“开放式办公室”——人与人紧密地坐在一起的地方——对于内向的员工来说是煎熬。他们需要一个安静的环境,以便集中精力思考,他们不想让同事的电话打扰自己。

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.
因此,内向者在安静的环境里表现更出色,比如空间更大的隔间,独立办公室或在家办公。如果公司能够满足员工对独立空间的需求,就能很容易发现内向员工的优点了。

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.
你得了解内向员工有哪些发展需求。比如,有许多性格内向的员工都喜欢在会议前进行头脑风暴,更新自己的思维,就像他们擅长独自工作一样。所以在会议前提前给他们发送会议流程,他们就可以做好准备。有许多内向者更喜欢把想法写下来,而不是说出来。所以管理者可以通过文字的形式征求员工的意见——比如电子邮件,而不是让每一个员工在会议上发言。

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.
既然美国有接近一半的职场人士是内向者,那么如果公司能够采取一定措施认可他们的价值、把他们培养成为职场明星,就是非常有意义的事情。

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