{
  "id": 17245127,
  "title": "Führung: „Die Anerkennung für meine Arbeit bekommt jemand über mir“ – Das Leid der stillen Schaffer",
  "url": "https://urgent.news/2026/10/30/fuhrung-die-anerkennung-fur-meine-arbeit-bekommt-jemand-uber-mir-das",
  "topic": "culture",
  "section": "Culture",
  "published": "2026-10-30T15:36:00.000Z",
  "source": {
    "name": "Handelsblatt",
    "slug": "handelsblatt",
    "url": "https://www.handelsblatt.com/karriere/unternehmen-so-foerdern-sie-stille-talente-in-ihrem-team/100108181.html"
  },
  "original_language": "de",
  "account": "Sophie Schütze has been working in her job for over seven years, but she often feels frustrated due to a lack of recognition. Her quiet, efficient work at a government agency involves organizing, prioritizing, scheduling appointments, handling phone calls, verifying document completeness, and organizing missing files. She believes in the quality of her work and that it is completed on time, but she is hesitant to share this with others. Schütze prefers not to publicize her work or her employer's name, as she fears that her achievements will not be recognized. Introverted employees often keep their performance to themselves, believing that their work is already enough without additional praise. They may feel self-doubt about whether their contributions are truly valuable enough to warrant recognition. Unlike those who network or brainstorm in group settings, introverts prefer to work quietly and independently. In Germany, many introverts remain unseen in the workforce, as they tend to blend in and go unnoticed. While extroverted individuals are often encouraged to speak up and showcase their talents, the same approach is not always suitable for introverts. Career coaches like Katja Schwalbach emphasize the importance of understanding and supporting introverted employees in the workplace. She argues that our economy favors those who can present themselves well, often overlooking introverted individuals who quietly and diligently perform their duties. Schwalbach believes that companies should recognize the value of introverted employees, who generate energy by focusing inward and recharging themselves. Quiet employees often excel in concentration and attention to detail, working meticulously and accurately. Meetings, on the other hand, can be draining for introverts, as they require energy and social interaction. Introverts may resort to subtle strategies during meetings, such as arriving punctually to avoid small talk. However, this does not mean they lack social skills or teamwork abilities. Instead, they prefer alternative forms of communication and collaboration. To help introverted employees feel more comfortable, Schwalbach suggests small changes, such as sharing meeting objectives in advance to allow for adequate preparation. When making decisions or following up on meetings, it is essential to provide time for reflection, such as asking for feedback or evaluations. Focusing solely on affirmation may not be necessary, but genuine recognition of an employee's efforts can make a significant difference. The story of Maria Weber exemplifies the challenges faced by many introverted workers. As a dedicated employee at a large service company, Weber rarely draws attention to her work, preferring to work behind the scenes to advance projects and connect people. While she completes tasks that others find difficult, her contributions often go unnoticed. A simple \"thank you\" from her superiors would be a meaningful way to acknowledge her efforts. However, this recognition is often lacking. Weber's experience highlights a broader issue: in many organizations, extroverted individuals tend to rise to the top, leaving introverts struggling to make their voices heard. Schwalbach emphasizes the need for empathy and support from leaders, particularly in large groups where introverts may struggle to contribute their ideas. By showing more understanding and fostering the growth of introverted team members, companies can create a more inclusive and productive work environment.",
  "summary": "Oft sind laute Mitarbeiter erfolgreich, auch weil sie Führungskräften eher auffallen. Doch meist halten die Stillen ein Unternehmen am Laufen. Wie es gelingt, Introvertierte nicht länger zu übersehen.",
  "key_points": [],
  "editors_take": null,
  "illustration": null,
  "coverage": {
    "outlets": 1,
    "also_reported_by": []
  },
  "ai_generated": true,
  "disclaimer": "Summaries, key points and the editor’s take are written by software from other outlets’ reporting and may contain errors — always check the linked original."
}