Design for Introverts

This essay discusses the concept of designing workplaces for introverts and creating a comfortable environment for them. It explores the challenges faced by introverts in a social world and highlights their hidden talents that can benefit organizations. The essay also provides insights into designing office spaces and communication systems that cater to the needs of introverts. It emphasizes the importance of understanding and empathizing with introverts in order to create a productive and inclusive work environment.

Running Head: DESIGN FOR INTROVERTS
DESIGN FOR INTROVERTS
Name of the Student
Name of the University
Author Note

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Carl Jung introduced the world to two attitudes that were mutually exclusive. These
attitudes were Introversion and Extroversion respectively. The first lot was the group of
people who expressed comfort within a world that was completely internalized and highly
private, while the other group, mingled with the outside world and people perfectly (Haber,
1980). Dealing with the introverts can be challenging, because man, is usually stereotyped as
a social animal. Extroverts tend to make a place for themselves in this word, they take matters
into their own hands and they build themselves a comfort zone almost people as soon as they
can, however, introverts in groups of people are naturally troubled. In this essay I will reflect
about the workplace I had to design keeping in mind, the comfort of the introverts within the
team.
One might say understanding introverts is a challenge. It is partially true given their
tendencies to internalize and never speak up. It is impossible for people to understand others
without proper communication and introverts, try to avoid the very foundation of human
relationships in most cases. Thus in a team where I have to make sure work is done, I have to
utilize their abilities for the benefit of the organizations. Introverts have countess hidden
talents that tend to help organizations in activities that include focus, planning and
deliberation. Introverts tend to direct all their energy into activities that are quieter by nature
and can be done solitarily. They tend to focus more on jobs that need them to use up energy
inwardly, they much more creative or analytical in nature. They get absorbed within thoughts
and processes, so they tend to find solutions to problems quickly (Cain, 2013). They seek
quitter places and are listeners in productive meetings. They are even careful and look down
upon risk taking behavior.
If I design a space for an introvert, most importantly a cubicle or a walled space is
necessary. This has to ensure privacy and noise reduction using carpets and sealed glass
doors. Introverts get agitated without enough personal space and in offices without enough

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walls that provide a cozy nook or corner, they tend to stop functioning well. Noise often
make them anxious and since they do work with a lot of focus, external disruption tends to
disrupt their Zen thereby making them unproductive. Introverts will fail as executives that
need to talk to a lot of people, present ideas and run about at various places collecting varied
objects and services required by the company. The extroverts are better presenters and
speakers. This is why introverts could be the people who listen.
In meetings there is a lot of deliberation and in a group of extroverts who keep
presenting ideas without a break in the case, an introvert might be utilized as a person who
derived all the information notes them down, analyses them and presents them in a more
methodical manner to ensure it is solved. They can be the brain of the company, meant for
analysis, taking care of finances, lawmaking and more. These people tend to scour through
loads of information on a regular basis to understand the work. They are extremely self-
motivated and hence, get the work done faster.
Office spaces can be taxing for them because of the large number of people working
in the office. To increase the productivity of introverts, one can opt for written
communication instead of spoken communication. The communication system devised must
be based on memos, emails, phone reminders or even texting. A virtual workspace can be
created for them to put forward their ideas, maintain bulletins, place their requirements and
indulge in communication. In the era of Social Media, I thing introverts have finally found
their answer to the age old problems that arise in their life due to external socialization.
Introverts tend to have a lot of problems in their nature. They are very caring of their
work and work place and they dislike chaos, when it comes to designing workplaces,
soothing colors, plants and utilitarian workspaces that give them a sense of warmth and
protection will be helpful (Mulani, 2013). Introverts tend to focus at their workstation and

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large spaces make them feel anxious because they feel small in them. They need to be asked
about their ideas else they refuse to share the at times. The Human Resource managers and
the team leaders must learn to empathize with them and ask instead. Because of their
intellectual capabilities, the strongest ideas often come from the quietest person around.
CCTV’s or constant supervision might make them very anxious in their personal
spaces because they hate sharing their private space. Supervision is required in every
organization because it is important to compare the output of every employee to the work
they are expected to deliver. Supervision also helps train and keep a track of the wellbeing of
an employee. This is especially difficult for introverts because they dislike opening up to
people on a regular basis. This can be done by facilitating communication via written media,
supervisors can issue polls and forms to gauge their satisfaction and problems, and they can
opt for to the point question and answer techniques through which they can communicate
their weak areas that require training (Jacobs, 2014). The positive part of this is that written
media do not require a lot of human effort for training, training materials that are provided
are studied by them and implemented easily because they tend to grasp theories better.
During times that are troublesome, the HRM must make sure that the introvert do not
isolate themselves and work away in their cubicles. They are much more prone to depression
if they fail at something and they tend to internalize their stress and depreciate further. I have
seen introverts go from brilliant to average in a matter of months because people realize that
need personal space and forget to take care of the. Introverts have this tendency of showing
they do not need help because they are anxious about sharing their problems with others and
this turns into a vicious circle in which they find themselves isolated in times of need (Heaton
& Kruglanski, 1991). Workplaces will always have pressure. Often work is done under
deadline induced panic. The environment of stress is strangely effective for productivity
because stress means that people care about the work.

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The office peers of an employee along with the management can help the introvert
work consciously on activating the qualities of an extrovert that lay dormant within them.
This will help them communicate their areas of stress to the people around them and they can
learn how to cope with the pressure. Extroverts have this innate ability of letting go by
communication but a workplace that cares about employee satisfaction may let these
extrovert engage with the introverts at parties and help them climb out of their shell
(Heerwagen et al., 2006). This helps both parties learn from each other and inculcate good
parts of the respective personality types.
In my experience I have learnt that introverts can be highly productive but anxious as
well. As someone who had been an introvert earlier, it is easier for me to relate to them. I
understand the kind of atmosphere that will gradually bring them out of their shell and ensure
productivity. I understand that a workplace has to function with both kinds of people and as a
leader it is impossible to pay one kind the attention they deserve and leave the other half be.
A good leader must make sure that everyone meets their expectations and work hard enough
for the company or an organization to reach the heights they dream of. Hence, it is important
to plan and program for the analytical introverts who motivates themselves for the betterment
of the company within their comfort bubble.

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References
Cain, S. (2013). Quiet: The power of introverts in a world that can't stop talking. Broadway
Books.
Haber, R. A. (1980). Different strokes for different folks: Jung's typology and structured
experiences. Group & Organization Studies, 5(1), 113-121.
Heaton, A. W., & Kruglanski, A. W. (1991). Person perception by introverts and extraverts
under time pressure: Effects of need for closure. Personality and Social Psychology
Bulletin, 17(2), 161-165.
Heerwagen, J. H., Kelly, K. V., Kampschroer, K., & Powell, K. M. (2006). The cognitive
workplace. Creating the productive workplace, 136-150.
Jacobs, G. (2014). Introverts Can Succeed with Cooperative Learning. Online
Submission, 4(1), 83-94.
Mullany, A. (2013). How To Create An Open Office That Is More Awesome For Both
Introverts And Extroverts. Fast Company.