What do you do if your colleagues consistently interrupt you during meetings?

1 Identify the causes

The first step is to understand why your colleagues are interrupting you. Are they rude, impatient, or insecure? Are they trying to dominate, challenge, or derail the discussion? Are they unaware of the impact of their behavior? Or are they simply enthusiastic, curious, or supportive? Depending on the cause, you may need to use different approaches to address the problem.

2 Set the ground rules

Before the meeting starts, you can try to establish some ground rules for the participants. You can ask everyone to respect each other's speaking time, to listen actively, to avoid distractions, and to raise their hand or use a signal if they want to interject. You can also remind them of the agenda, the objectives, and the time limit of the meeting. By setting the expectations and norms upfront, you can reduce the chances of interruptions and conflicts.

4 Handle interruptions gracefully

If you are interrupted during a meeting, you can use some tactics to handle the situation gracefully. You can acknowledge the interruption politely, but firmly, and ask the person to wait until you finish your point. You can also repeat or rephrase what you were saying, or ask a question to redirect the conversation back to you. You can also use humor, compliments, or agreements to diffuse the tension and keep the dialogue constructive.

5 Give feedback after the meeting

After the meeting, you can give feedback to the colleagues who interrupted you. You can approach them privately and respectfully, and explain how their behavior affected you and the meeting. You can use specific examples and facts, and avoid personal attacks or judgments. You can also express your appreciation for their contributions and suggestions, and ask them to respect your speaking time in the future. By giving feedback, you can communicate your feelings and expectations, and foster a better relationship with your colleagues.

6 Seek support if needed

If the interruptions persist or escalate, you may need to seek support from other sources. You can talk to your manager, your HR department, or a trusted colleague, and ask for their advice or intervention. You can also look for training or coaching opportunities to improve your assertiveness and confidence skills. By seeking support, you can protect your well-being and performance, and create a more positive and productive meeting culture.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?