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, yet she consistently feels undervalued. She avoids speaking up about the lack of recognition, as it only exacerbates her self-doubt about her work's quality. Her daily tasks involve organizing, prioritizing, scheduling, making phone calls, verifying document completeness, and arranging missing records.

Schütze holds herself to the standard of maintaining high-quality, timely work, but she fears sharing this belief with others. She believes her contributions go unnoticed because they are not published under her name or her employer's. She would rather not be the one to speak up, as it could lead to further self-doubt about her work's worthiness of praise.

Introverted employees often quietly go about their tasks, avoiding the attention and spotlight that extroverts typically seek. Despite the prevalent advice to speak more and market oneself more aggressively, Schütze remains hesitant. She argues that introverted individuals need more understanding and support from their supervisors.

Coaching expert Katja Schwalbach expresses skepticism about the notion that louder employees are more valuable, emphasizing that our economy favors those who can present themselves well. She advocates for better understanding and support of introverted employees, suggesting that workplaces should learn how quiet individuals operate and how to foster their talent.

Schwalbach believes that structure-related issues exist, as the economy tends to favor extroverts who can present themselves effectively, often overlooking introverts who quietly excel at their jobs. It is crucial for managers to recognize the unique strengths of introverted employees, who often work diligently and with precision, even when working independently.

Introverts may prefer structured communication and prefer not to engage in lengthy meetings, as they can be mentally exhausting. They often display high levels of empathy and may communicate more effectively through written correspondence or private conversations. To create a more inclusive environment, managers should consider implementing small changes, such as providing advance notice of meetings for introverts to prepare and sending concise feedback after meetings without prompting.

Additionally, managers should recognize and appreciate the contributions of introverted employees through simple gestures like genuine expressions of gratitude.