HR should offer more support to introvert employees

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The last line of this article is critical - A little conversation goes a long way. I think all staff need a more tailored approach to support, particularly now. There is no place for command and ...


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Introverts and younger workers are in need of tailored support from employers as the UK adjusts to its third national lockdown.

Both personality and age affect behaviour, mindset and personal outcomes at work considering the widespread uncertainty caused by COVID-19.

A new report from Aviva found introverts are most concerned about their job security and a third (44%) of them miss face-to-face contact with colleagues, compared with a quarter of extroverts.

Introverts (40%) were also more worried about their ability to juggle childcare and other family commitments than their extroverted colleagues.

Younger workers were found to be most in need of tailored support, with under-25s most likely to feel some degree of anxiety and rank their mental health as poor.

Fifty-three per cent of young people reported feeling anxious, compared to the national average of 34%.

According to Aviva’s report, only one in six employees (15%) agreed their employer is trying hard to understand what motivates them and just a quarter agreed their employer is genuinely concerned about their wellbeing (26%).

Wellbeing lead at Aviva, Debbie Bullock told HR magazine that personality type largely dictates wellbeing and satisfaction levels whilst working. It is therefore vital, she advised, that HR provide personalised support and training to help people continue to grow their careers.

“While many employers and HR professionals rightly segment their workforce along demographic lines, it’s critical to include personality type as an additional dimension,” Bullock said.

“This more tailored approach to intervention will not only address individual needs, but it will also help to empower employees to make informed, balanced and positive career and lifestyle choices while they navigate the issues that working throughout a pandemic throws at them.

“A little insight and conversation can go a long way.”

Further reading:

HR and business leaders must acknowledge mental health taboo

HR could benefit from approaching remote working by personality

Could bots help to solve employee mental health problems?

Comments

The last line of this article is critical - A little conversation goes a long way. I think all staff need a more tailored approach to support, particularly now. There is no place for command and control leadership and sheep dipping solutions. Leaders need to get to know staff and better understand them, their strengths and foibles and work hard to connect with them as individuals. These stats are worrying and many organisations just seem to be papering over the cracks when a more robust, personalised approach is required. HR need to support leaders to develop the skills required to pick up on clues early, lean into conversations they might be avoiding for fear of what they could throw up and support them when these conversations lead to more specific direct support than an empathetic ear.


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