Giving quiet producers as much attention as self-promoters?

Although your employees likely display a variety of personality types, two of those types probably include self-promoters and quiet producers.

Some self-promoters can be a bit overbearing, but many are simply willing to speak up for themselves, telling you their career ambitions. You might therefore spend a lot of time talking with them about job assignments and opportunities.

Talking to your employees about career options and assignments is a good thing, but are you focusing on self-promoters to the detriment of your quiet producers?

Not all employees are comfortable asking for opportunities and promotions. Some just keep doing the job, and usually quite well.

Employees with these different personality types may be equally valuable and productive, but they may not get an equal amount of your time and attention.

No news is not good news

If you have team members who are solid or high performers, but you rarely talk to them about new opportunities, don’t assume that they are happy. Meet with them and ask questions like:

• What tasks do you like most about your job?

• What kinds of opportunities would you like to pursue?

• If you had to give up something to make time for going in a new direction, what would you give up?

These questions focus on what employees like about their jobs, which is usually easier for them to talk about. Employees may be reluctant to admit that they don’t like some tasks out of concern that you’ll think they’re not team players.

The fact that they are willing to take on work that no one else wants (probably without complaint) should be pointed out and appreciated — but clarify that everyone works better playing to their strengths, and they will likely be stronger working in areas that they most enjoy.

A lack of complaints (or lack of voluntarily expressed ambitions) doesn’t mean your employees are happy. In fact, your quiet producers might feel that their ambitions are being ignored while all the focus seems to go to those few who speak up.

Reach out to your quiet employees and show how much you value them (and their career goals) by giving them at least as much time and attention as you give your self-promoters.

Ed Zalewski is a certified professional in human resources and an editor at J. J. Keller & Associates, a nationally recognized compliance resource company.