Are Your Introverted Employees Knowledge-Sharing Gurus?
Some employees seize every opportunity to mix and mingle in the workplace. They thrive in social settings and relish the idea of peer feedback. Then there are others who prefer to fly solo. These introverted staffers often avoid co-worker interactions, even though their talents can benefit the team. How do you bring them out of their proverbial shell without making them feel singled out? These 7 employee training activities give introverted employees the nudge they need to share insights and break down communication barriers.
7 Ways To Encourage Employees To Share Their Expertise
1. Host Live Event Mixers
Live events might be just what introverted employees need to ease themselves into the online training community, especially if they’re more informal events, wherein they can type comments and interact with peers remotely. Host mixers using your web conferencing tool to promote knowledge-sharing in training and break the ice. Attendees are able to introduce themselves, discuss interests, and explore new perspectives. But they can also experience the benefits of social learning firsthand and get over their apprehensions. Some introverts seem aloof because they’re afraid of rejection or being judged. Live employee training mixers show them that there’s nothing to fear. Trainees may even be so energized by the event that they choose to host their own but don’t push them into hosting duties until they’re ready.
2. Start A Social Media Group
Live events may still be too direct for some employees. Particularly those who are timid or reluctant to join real-time discussions. However, social media groups give them a more private platform to share their thoughts whenever it’s convenient. They can post tips or leave comments that shed new light on the topic when the mood strikes them. Essentially, introverts get involved without being forced into awkward conversations with co-workers. They engage on their own terms, which makes them more willing to offer input that leaves a lasting impression.
3. Launch A Peer Coaching Program
Peer coaching doesn’t have to involve large groups of employees who exchange information on a weekly basis. In fact, smaller teams are best, or even one-on-one coaching sessions that make things more personal. Encourage introverted employees to mentor co-workers and impart their wisdom. Conduct surveys and questionnaires to find the best pairings based on personal interests and goals. Then schedule regular meet-ups via video conferencing or PM platforms. Each team gets to set its own guidelines and objectives in the employee training LMS, which prompts withdrawn employees to take charge and develop their own mentoring strategy.
4. Create A Company Blog
Company blogs encourage knowledge-sharing in training twice over. Firstly, employees can leave comments on blog posts to express their opinions or ideas, which opens a dialogue between remote co-workers and facilitates ongoing feedback. Secondly, introverted team members can start blogs based on their area of expertise. They get to choose the layout, create content, and upload resource links. It’s their own little online training corner where they can be themselves and articulate their thoughts.
5. Incorporate Group Projects
Group projects require more social interaction, but smaller teams help introverted employees wade into the collaborative waters. Give them a problem to solve or invite groups to develop a presentation or resource. Everyone has a chance to benefit from co-workers’ skills and explore new perspectives. Better still, it happens organically instead of forcing them to interact. For example, they must work together to devise three possible solutions and create a plan of action for each. They need to assign roles, brainstorm resolutions and delve into the pros and cons. Introverted employees gradually acclimate to the group dynamic and offer their feedback when the time is right, with no coercion involved.
6. Gamify Training
You might assume that badges and leaderboards are divisive training tools that are unsuitable for introverted employees. After all, competition will drive them further away instead of bringing them into the knowledge-sharing fold. However, gamifying employee online training can motivate staffers and encourage collaboration. It’s not the rewards themselves but the gamification framework. They’re all striving toward a common goal: to earn enough points or reach the top of the leaderboard. While some employees might go a bit overboard, your top talent sees this as a social learning opportunity. They can help their peers get ahead so that everyone benefits. Plus, it’s not as fun to compete against peers who struggle with the content. On the other hand, introverted trainees can still achieve rewards on their own if they wish. For instance, they might pursue badges autonomously to prove they have what it takes.
7. Pre-Assess To Identify Strengths
Employees must know which talents they possess in order to teach them. So, conduct pre-assessments to highlight hidden strengths and encourage introverts to share them with peers. For example, a pop quiz reveals that your customer service employee is a product knowledge expert. Simulations and scenarios are another great way to disclose untapped abilities. Along with the assessment results, include links to forums, live event announcements, and blogs where they can utilize their newfound talents. Or meet with them one-on-one to discuss peer coaching and mentoring opportunities. You may discover that introverted trainees aren’t naturally standoffish. They’re just unaware of how to use their abilities to support peers in online training.
Conclusion
Employees shouldn’t be forced into knowledge-sharing or punished for non-participation. The secret is to make them included and valued without bringing them too far out of their comfort zone. These employees training LMS activities welcome staff members into the community while respecting their privacy. That way, they’re more willing to share their skills and expertise with co-workers instead of shirking social learning opportunities.
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