How would you address a situation where a team member feels excluded from important project discussions?

Once you notice the signs of exclusion, it is important to know why. There can be a myriad of reasons behind an employee displaying exclusion, such as communication, lack of follow through, personality conflicts and so on. In order for a cohesive and productive group to exist, it is necessary to look at all sides. Once the assessment has been made then it becomes a teaching moment for the team. It can be as simple as understanding one another’s communication style, clearing up misperceptions within the team, or the differences in job duties and a lack of understanding that individuals have more to offer than simply their job function. The biggest responsibility leadership has in promoting inclusion is to open communication.

Sometimes, a team member may seem distracted or lose enthusiasm for several reasons. Therefore, it is essential to first make an appropriate diagnosis. If, after evaluation, it turns out that the feeling of exclusion is justified, it is important to understand the reasons. It is also important to determine whether the person in question is truly the most relevant to participate in these specific discussions. If not, then it is necessary to explain the reasons for what might be perceived as an 'exclusion' emphasizing that it is not a true exclusion. It is crucial to reassure the person about their value and show them that their skills and opinions are expected and valued on other topics where they can make a more significant contribution.

Decreased participation: Notice if the team member contributes less in meetings or offers fewer suggestions. Withdrawal: Observe if they seem less engaged, dismissive, or isolated from team activities. Communication changes: Look for shifts in verbal or nonverbal cues, like less eye contact or shorter responses. Performance dips: Evaluate if their work quality or output has declined without apparent reasons. Emotional cues: Be aware of signs of frustration, stress, or disinterest expressed verbally or non-verbally. Social isolation: Notice if the team member is gradually withdrawing from team social interactions. Job dissatisfaction: Look for indicators of decreased job satisfaction, like increased absences or tardiness.

If I were the manager, I would determine whether this team member needs to be part of the discussion. If they do, I would include them as early as possible or as soon as I realize they're out of the loop. If their involvement isn't necessary, I would communicate that to them. If I were the team member and noticed this, I would bring it up with the manager. In both cases, I would make an effort to understand their feelings about the situation and show empathy.

One thing I have found useful is setting the common goal however setting individual goal as well to achieve the common goal. Debriefing, acknowledging the effort & appreciating their progress, best way to align them with the project.

Create safe space:Establish environment where team members feel comfortable sharing thoughts,concerns without fear of judgment Active listening: Give full attention to excluded team member, understanding perspective,feelings without interrupting. Empathize: Show understanding,compassion towards their experience, validating emotions Ask open-ended questions: Encourage to elaborate on their feelings,experiences Clarify expectations: Clearly communicate project goals, roles, and responsibilities to ensure everyone is aligned. Seek feedback: Inquire about the team member’s suggestions for improvement and consider their input. Commit to action: Develop a plan to address the issue and involve the excluded team member in finding solutions.

2. **Open Dialogue**: Initiate a private conversation with the team member to understand their feelings and perspective. Ensure they feel heard and valued. Ask open-ended questions to encourage them to share their experiences.

Initiating an open dialogue is crucial in addressing feelings of exclusion. Approach the team member in a private, comfortable setting to discuss their feelings openly and without judgment. Encourage them to share their perspective while you listen actively, showing empathy and validating their emotions. Maintaining confidentiality is key to building trust during this conversation. Through empathetic listening, you can uncover the root causes of their feelings and collaboratively work towards a solution, ensuring they feel valued and included moving forward. This approach not only addresses the immediate issue but also strengthens the overall team dynamic.

Listen actively, by demonstrating empathy and maintaining confidentiality and trust during the conversation works towards solutions together.

On some occasions there may be an individual or collective feeling of exclusion when they also consider that a project directly impacts them, so it is important to communicate, if not possible confidential details, to convey the importance they will have in the implementation, for example, so it to lead the change by involving the individuals or teams, in some way or another, that will be affected and who are not currently actively participating in a project.

3. **Evaluate Processes**: Assess the current processes and communication channels within the team. Identify any gaps or barriers that might be causing the exclusion. This could involve reviewing meeting structures, decision-making processes, and information sharing methods.

After addressing the team member's concerns, it's important to evaluate the processes that may have contributed to their feelings of exclusion. Review how decisions are made, how information is shared, and how team meetings are conducted. Are there opportunities for more inclusive practices? Consider whether there are gaps in communication or if certain team members are unintentionally being left out of key discussions. By critically assessing these processes, you can identify areas for improvement and implement changes that ensure everyone has equal access to information and participation. This proactive step helps prevent similar issues in the future and promotes a more inclusive team culture.

So many times, we see a team member being left out and excluded. This will affect and impact the whole team. As soon as you recognize the sign, make sure to include them more often and listen to their decisions. Encourage Inclusion. This will elevate the quality of the team and build a stronger relationship, resulting to a productive output.

4. **Encourage Inclusion**: Actively involve the team member in discussions and decision-making. Assign them roles or tasks that align with their strengths and interests. Promote a culture of inclusivity where everyone's input is valued.

A team norm should be active listening. Inclusion is important but inclusion extends beyond inviting everyone to meetings. Listen to what people are saying and NOT saying. Don't assume silence as agreement. Give people time to think and reflect and provide avenues for them to share their thoughts even after the meeting. When making decisions, get everyone's input and hear their opinions and voices. Explain why someone's suggestions aren't taken or tell them where they might be more appropriate.

Encouraging inclusion involves creating intentional opportunities for all team members to contribute meaningfully. Consider implementing structured feedback sessions where everyone is prompted to share their insights, or using collaborative tools that allow team members to contribute ideas asynchronously if they aren't comfortable speaking up in meetings. Additionally, fostering one-on-one connections within the team can help individuals feel more integrated and valued. By making inclusion a consistent practice rather than just a policy, you build a team culture where diverse perspectives are actively sought and appreciated, ultimately leading to more innovative and well-rounded outcomes.

5. **Follow Up**: Regularly check in with the team member to ensure they feel included and their concerns have been addressed. Continuously seek feedback and make adjustments as needed to maintain a positive and inclusive team environment.

Following up is crucial, not just as a courtesy but as an ongoing commitment to creating an inclusive environment. After implementing changes, take the time to engage in meaningful conversations with the team member to understand their experience post-adjustments. This follow-up isn't just about checking a box—it's about demonstrating that their inclusion is an ongoing priority. Use these discussions to gather insights on what’s working and what might still need improvement. By consistently revisiting the issue, you not only solidify the progress made but also build a stronger foundation for trust and open communication within the team.

Follow up goes hand in hand in communication. Tom Sachs made a great point in his zine "The Ten Bullets", Point 5 stated:"I understand. Give feedback. Get feedback. Comunication is very important and you need to be sure that the person you’re talking to not only is listening but he is also understanding. In the studio “I undestand” is like “Roger” in the military, you received and you understood all the past informations, the sender an the receiver must be on the same page. Proper feedback ensures efficiency and precision. Sent does not mean received, get confirmation. Just because you sent it doesn’t mean it was received. Always get a receipt and when practical confirm receipt of item with intended recipient.

Open door policy. When working with anyone the golden rule "Do unto other as you would like to be done onto you." comes to mind. On top of professional development, creating a team culture where everyone feels empowered to share opinions and speak up builds team dynamics. Creating a positive work environment where individuals can thrive speaks to emotional intelligence.

Providing ongoing support to all team members is crucial for fostering a positive work environment. Offering resources for professional development, creating mentorship opportunities, and promoting a culture where everyone feels empowered to speak up are key strategies. Emotional intelligence plays a vital role in understanding both individual emotions and group dynamics. A great tip is to regularly check in with team members to understand their needs and challenges, ensuring they feel supported and valued. Keep nurturing this supportive atmosphere, and you’ll see your team thrive.

I remember coming back to work after experiencing two challenging things, one being a longer break from work in the form of a maternity leave, and another being the experience of being stalked. Both have left me feeling vulnerable and insecure - different from the person that I used to be. I did my best to muster the courage to actively participate in team meetings and I was given the space to voice my opinion. However, whenever I spoke, nobody reacted or acknowledged my words in any way. This made me feel invisible and disheartened. I didn't feel like I was a part of the team. This experience made me realize how important it is to acknowledge every contribution to the discussion. Let's support one another by not being indifferent!

Consider and remember to be kind. Building a team or working as a team is not easy but the goal should be to uplift, empower and inspire.