Flexibility in scheduling: Since extroverted employees thrive on social interaction, supervisors need to be flexible in scheduling and allow for breaks during the day. Supervisors can also encourage extroverted employees to participate in virtual social events or even organize team-building activities.

Perspective of Extroverted Employees:

Creating boundaries: Extroverted employees need to recognize the importance of creating boundaries while working remotely. It is easy to fall into the trap of constantly being connected, which can lead to burnout. Therefore, extroverted employees need to establish clear work-life boundaries and prioritize self-care.

Proactively seeking social interaction: Remote work can be isolating, but extroverted employees can take proactive steps to seek social interaction. They can participate in virtual social events, attend team-building activities, and even organize social events with their colleagues.

Communicating with supervisors: Extroverted employees should communicate with their supervisors about their needs and preferences. They can express their desire for social interaction and collaborate with their supervisors to find ways to meet their needs.

In conclusion, managing remote extroverted employees requires a collaborative effort from both organizational supervisors and extroverted employees. Supervisors need to understand the needs of extroverted employees and provide opportunities for virtual social interaction and clear communication. Extroverted employees need to create boundaries, proactively seek social interaction, and communicate their needs to their supervisors. By working together, organizational supervisors and extroverted employees can create a positive remote work environment.