Top Tips For Extroverts Who Work From Home

Are you an extrovert? About half of the people in the U.S. are. But what exactly does that mean? The Myers-Briggs Type Indicator (MBTI) personality assessment model says extroverts tend to focus attention on — and are energized by — interaction with the outside world of people, things, and experiences. In contrast, introverts focus on — and are energized by — inner thoughts and feelings.

To be clear, this is not binary. It’s a spectrum. In other words, extroverts have an inner life, and introverts interact with the outside world. But everyone leans in one direction or the other.

Historically, the business world has aligned more closely with extroverts’ needs. For example, think about open-plan offices that define so many work environments. As Susan Cain notes in her book, Quiet: the Power of Introverts in a World That Can’t Stop Talking, the modern office is “designed for extraverts.”

However, the pandemic has dramatically changed workplace norms. Now, many people work from home, at least part of the time. How is this shift affecting extroverts? Are they adapting successfully? Let’s take a closer look:

How Extroverts Feel About Working From Home

You might think extroverts would resist working from home, but that’s not necessarily the case. In fact, 78% of extroverts recently told us they enjoy working from home, while 74% said they appreciate the peace and quiet of a home office. (Not surprisingly, introverts are even more enthusiastic, with 88% and 86% answering affirmatively.)

Yet, some aspects of home-based work are particularly challenging for extroverts. For instance, 69% said they miss having people around them (compared with only 39% of introverts).

Work-From-Home Guidelines For Extroverts

If your personality preference leans toward extroversion, how can you improve your work-from-home experience? Here are some suggestions:

  • Extroversion isn’t just about connecting with people — it’s also about connecting with your surroundings. Make your home an interesting, stimulating place to work. If possible, choose a location with a window and natural light. Hang pictures around the room, add items you can interact with, and play music you enjoy.
  • Take hourly breaks by briefly “visiting” another room in your home — even if it’s just the hallway. If needed, set an alarm as a reminder.
  • Spaces outside your house or apartment are great places to connect with the external world. Take a walk around the block before work, at lunch, or at the end of the day. If you have a garden or a balcony, step outside occasionally to enjoy some fresh air.
  • Regular contact with others in your world is important. Take time to interact with family members. If possible, join them for lunch or coffee and a chat. Take time to say hello to your neighbors whenever you cross paths. And when participating in online calls, use video if possible.
  • Reach out to connect and communicate with co-workers. Schedule regular informal meetings and get-togethers. Seek out opportunities to collaborate on projects. Working together virtually can foster social interaction and build a sense of teamwork. Look for industry-related communities you can join, so you can develop a broader professional network. Reach out to introverted colleagues, too — they may want to participate.
  • Invite co-workers to meet up in person. If possible, rather than working exclusively from home, choose a hybrid work schedule or consider a co-working space, so you can feel part of a more socially connected environment.
  • To be sure you don’t forget breaks and meetings, schedule them. Also, schedule breaks between online meetings. Back-to-back sessions can be tiring for everyone — even extroverts!
  • It’s easy to get distracted when working from home. Therefore, book specific times on your calendar for focused work. Also, choose a quiet space for this kind of work, so you can minimize disruptions.

Work-From-Home Success Tips For Each Extrovert Personality Type

Extroversion and introversion are not the only aspects of personality covered by the MBTI model. The framework also considers 3 other characteristics. Specifically, how individuals prefer to:

  • Process information (Sensing “S” or Intuition “N”)
  • Make decisions (Thinking “T” or Feeling “F”)
  • Interact with the outside world (Judging “J” or Perceiving “P”).

Together, these traits combine to define eight distinct extrovert types:

Below are detailed tips to help people with each of these extrovert personality types work effectively from home:


  • Add variety to your day by pursuing diverse tasks.
  • Between each activity, do something to stimulate your senses. Look out the window, go outdoors, or talk to someone.
  • Make use of the flexibility remote working offers — but remember that others may not appreciate a late-night email or video call.
  • Plan blocks of time when you’ll be able to avoid distractions. Assign focused work to these time slots.
  • In your leisure time, do something physically active and energizing.


  • Make work interesting by involving others in your projects.
  • Fill your day with a variety of people and tasks.
  • Set aside time when you won’t allow yourself to be distracted by people or unrelated conversations. Use this time to concentrate on tasks you need to get done.
  • Try not to snack too much, overindulge in treats, or binge-watch TV.
  • In your leisure time, go dancing, play a team sport, or pursue other physical activities with people you enjoy.


  • Find trusted co-workers with whom you can share ideas online.
  • Immerse yourself in a creative work project.
  • Take a break from routine tasks to connect with people.
  • Working from home frees you to be flexible about where, when, and how you work. But remember to consider others’ work priorities and patterns before contacting them.
  • Even when working remotely, some people or situations may require a quick response. Act accordingly.


  • Seek out co-workers who are open to regular online communication.
  • Develop remote communication channels and use them to ask questions and recommend ideas to others.
  • Take frequent breaks when working on routine tasks.
  • When working from home it’s easier to be flexible about where, when, and how you work. But be sure to consider others’ work patterns and preferences before you contact them.
  • Some messages or requests from others require a quick response. Don’t forget to reply and don’t spend too long deliberating.


  • Start your day by planning and prioritizing the tasks ahead.
  • Use video in online meetings. Pay attention to how people react when you’re speaking, and respond appropriately.
  • Be tactful in online communication and avoid being overly direct or aggressive. Check emails or messages for tone before you send them, especially if you feel rushed, stressed, or upset.
  • Be sure to establish a dedicated home office or working area. If it seems too quiet, take a break, go for a walk, or connect with family and friends. You’re allowed to be flexible!
  • When family, friends, and co-workers are facing challenges, they may need emotional support. You’re likely to be more effective by listening first, rather than jumping directly into problem-solving mode.


  • Create a separate home office or work space, away from others. This will help you concentrate and focus.
  • Find ways to stay in contact with the people you know. Schedule regular informal meetings and get-togethers to nurture those relationships.
  • Establish virtual work traditions and rituals to help bring people together online and support a connected culture.
  • Communication is more difficult when working remotely. Be careful not to jump to conclusions or take offense when none was intended. Feel free to ask questions when you’re unclear, and encourage others to do the same.
  • Colleagues and business contacts might not want to meet in person, via video, or on the phone. Email and direct messaging are legitimate channels that keep you connected with others throughout your work day.


  • Keep in touch with people and keep track of what’s going on by participating in regular informal meetings or virtual meetups. Invite friends and co-workers, old and new, to participate — but keep in mind that others may prefer not to join in.
  • Build consensus by soliciting ideas, bringing them together, and providing online discussion forums or feedback channels.
  • Others might skip the pleasantries in an email or IM, particularly if they’re busy or distracted. Try not to assume you’re being criticized when no offense is intended.
  • If your working day is too quiet, take a moment to connect with family or friends periodically.
  • Remember, you can’t support everyone all the time. Don’t forget your own needs!


  • Pay attention to details when developing and implementing plans.
  • Working from home may seem productive. But take care not to push decisions through without seeking input from others about their views, opinions, and ideas.
  • In online meetings, picking up on social cues can be difficult. Give everyone a chance to speak. Use video if possible.
  • Try not to be overly directive when interacting online. Maintain a balance between directing and listening.
  • Check emails or other written communications before you send them, especially if you’re feeling stressed or you’re in a hurry.

How To Give 360-Degree Feedback To Different Personality Types

Personality has a huge impact in the workplace: from a first impression during the interview stage, to everyday interactions, to giving and receiving performance feedback.

In one survey, 78% of respondents rated personality as the most important criteria when hiring someone, voting it even more important than a potential candidate’s’ skill set. The research found that people with a certain IQ level who also displayed personality traits such as an openness for change, persistence, curiosity and social engagement would likely fit into any team or department within a company. It has such an undeniably large role to play that it’s increasingly important in modern workplaces to acknowledge differences in personality.

When introducing 360-feedback in your team, you will undoubtedly have to provide it to a variety of personality types. Not everyone is going to respond to feedback in the same way: how they receive it will be largely impacted by their personal characteristics, and it is key to be aware of this. As a manager, it’s important to make sure that everyone feels recognised and valued.

In order to build and maintain good working relationships with your team, the key is not always to treat them in the way you would personally prefer. In terms of 1-on-1 relationships with team-members, it’s most effective to consider people’s individual personalities and values and adapt your behaviours to align with them. This is where 1-on-1 meetings and post-feedback follow-ups can really come in useful and allow you to connect with team-members.

Speaker Allison Mooney outlines the four personality types which make up your team: Playfuls, Powerfuls, Precises and Peacefuls. Although the personality classifications outlined are just one of many models, they provide a relevant summary of the types of people you’re likely to be interacting with in the workplace. As with any classification system, not everyone will be easy to categorize. Many people are likely to be a mixture of 2 or more types and you should adjust your feedback approach depending on this. However, once you can recognise yourself and your team-members in the types outlined by Mooney, giving feedback (and receiving it yourself) will become a better process for everyone.


 Who are they:

Playfuls are the people-people of your workplace. They’re full of enthusiasm, like to voice an opinion, and love to network. Playfuls are very creative and can always generate new ideas, despite probably being less structured and organised than other team-members. They most likely prioritise having a good time and enjoy working closely with others on projects, rather than alone.

They want:

attention, affection, approval

How to give them feedback:

Playfuls need to know when you’re happy with them and their work. Make feedback personal; these people will appreciate hearing that they are valued. They will enjoy hearing how their contributions helped the team, or that you would have struggled to achieve something without them. They will appreciate their creativity and enthusiasm being recognised.

Real-time feedback is likely to keep Playfuls motivated and on-track. They’re the fast moving, often distracted extroverts of the workplace, so keeping feedback ongoing, short and snappy not only fits in with their pace, it keeps them motivated to continue their success, or respond to constructive comments in real-time.


Who are they:

Powerfuls are both very driven and great at decision making. They’re very pro-active and don’t shy away from hard work. Powerfuls aren’t ones to give up on their goals; they are very willing to take risks and will come up with solutions to get them where they want to be. They have a never-ending stream of goals and targets, and will truly exert themselves in order to achieve them.

They want:

credit, loyalty and appreciation.

How to give them feedback:

When it comes to receiving feedback, powerfuls probably won’t need quite as much of a personal touch as playfuls. They’re more likely to value clear-cut feedback that revolves around goals or targets. Whilst real-time feedback is always beneficial, they may not rely on it so much for workplace motivation as other personality types: they’re highly motivated already. Powerfuls are also likely to be very strong personalities, and show confidence in their work, so it can be useful for them to gain 360-feedback; it allows them to take a step back and view things from different perspectives.  They’re likely to appreciate clear, concise 360-feedback that doesn’t distract them from their daily practices or goals.


Who are they:

The precises are the perfectionists of your workplace. They’re very structured, organised and place high value on attention to detail. Like the powerfuls, they value work over play, and work not just very hard but very efficiently. Precises are planners: not ones for spontaneity or disorganized environments, and they probably work best to a tight, pre-planned schedule.

They  want:

space, quiet and sensitivity.

How to give them feedback:

Although real-time feedback is generally beneficial and will improve the performance of all personality types, precises prefer structured feedback like 360-performance reviews where all feedback is collected in one place. Using such reviews, perhaps on a monthly basis, is likely to be well-received as feedback will be grouped together systematically for easy-viewing. Like powerfuls, precises are likely to prefer concrete feedback relating to goals or achievements over more general comments about their working practices.

When following up feedback with meetings, give precises time to digest feedback. They prepare for everything they do, so giving them with feedback then looking to discuss it immediately probably won’t be so effective. They’ll likely need time to reflect before they’re ready to respond and act on it.


Who are they:

Peacefuls are very easy-going and patient. They’re the last to be involved in conflict or confrontation. Whilst they can sometimes be hard to read, peacefuls are very stable and consistent in their work and are usually appreciated by many for this quality, likely having good working relationships with those around them.

They need:

respect, value and harmony.

How to give them feedback:

Due to their laid-back nature, peacefuls are an easy lot to give feedback to. They are generally receptive and open. Comments about either their working style or their performance should be well-received. They may however initially find it difficult to give and receive constructive feedback due to the value they place on maintaining harmony. So when introducing a 360-feedback culture it’s key to discuss with them the perks of constructive feedback, and that when it’s given correctly, it often results in a more communicative, harmonious work environment.

It’s clear that personality plays a large part in people’s working practices, and the way it impacts feedback culture is no exception. It’s key to keep people’s personality in mind and ensure the way you interact with your team is beneficial to everyone. With Impraise, you can address the needs of all your team-members: you can provide tailored, real-time, 360- feedback at any time, to whoever you wish whilst keeping their personal characteristics and preferences in mind. Impraise makes it easy. Check it out today to see how you can address feedback needs company-wide, and make your workplace more open, communicative and successful!

A version of this was first posted on

Photo Credit: mag3737 Flickr via Compfight cc