Be sure to have regular one-to-one meetings
As reported by Management Today, in the case of introverts, you should not neglect regular individual meetings between the two of you. Do not postpone or skip these short sessions (15-30 minutes once a week is sufficient), even if nothing seems untoward and the subordinate has no obvious issues which would need attention. If you wait for the employee to speak up when they do have a problem, you may wait forever and many issues would remain unresolved and beneath the surface.
Give all subordinates an equal say
As a manager, you should not listen only to the loudest and most assertive subordinates. In order to give the more introverted workers a voice in team affairs, create a system in which everyone has equal space to express themselves. For example, allow everyone five minutes to speak at a team meeting or enable subordinates to contribute to some sort of virtual wish and complaints box.
Take an active interest in the opinions and wellbeing of introverts
As mentioned above, you cannot just wait for introverted subordinates to be the first to offer a suggestion or mention a problem that needs solving. You must take an active interest in them. Just because they do not complain or come to you does not mean they have no problems that need addressing. Talk to them, take an interest in what they are dealing with and going through, and do not be deceived even if nothing seems to be happening.
Create a culture of mutual respect within the team
In general, it is the duty of a manager to build a culture of mutual respect in their team, where all team members listen to one another and no one is ostracised just because they are more introverted. Do not have any "favourite employees", measure everyone with the same yardstick and build a culture of mutual cooperation and understanding in the team over the long term.
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