Führung: „Die Anerkennung für meine Arbeit bekommt jemand über mir“ – Das Leid der stillen Schaffer

Sophie Schütze has been working in her job for over seven years, but she often feels frustrated about the lack of recognition for her work. Despite her confidence in the quality of her work, she rarely speaks up about it, fearing that others may not appreciate the value of her quiet efforts. Her quiet demeanor makes her seem invisible in the hierarchy, as she is not often seen in networking events or brainstorming sessions.

She prefers to work behind the scenes, organizing, prioritizing, scheduling, making phone calls, checking the completeness of files, and organizing missing documents.

Schütze's coach, Katja Schwalbach, is skeptical about the advice to make introverted employees louder. She believes that many economic opportunities are given to those who can present themselves well, overlooking those who are quiet and diligent. Schwalbach encourages companies to better understand introverts and help leaders recognize and support quiet yet capable employees.

Introverted employees generate energy by retreating inward and concentrating on their work, which can result in meticulous and detail-oriented work. They often prefer alternative forms of interaction, such as empathetic listening, and appreciate quiet recognition of their contributions.

To make introverted employees feel more at ease, Schwalbach suggests simple changes, like providing a meeting agenda in advance for introspection. It's also important to give feedback and praise without explicitly asking for it, as introverts may not seek overt expressions of approval. Small gestures, like a simple "thank you," can go a long way, as seen with Maria Weber, who quietly drives projects forward and connects people without drawing attention to herself.

Unfortunately, her contributions often go unnoticed by her superiors. This issue stems from the fact that many managers themselves are extroverted and tend to favor those who are more vocal.