You’re working with a team member who has less experience than you. How can you make sure they feel valued?

In my thinking it's not the length of experience but the depth of experience which should be valued. People may have long years of activity by just scratching the surface whereas many of us learn a lot more during the short span of time. Hence having respect for everybody's input is most valuable in team work. Not being able to listen to others opinions will lead to a time when they won't have anything to say. Sharing knowledge and learnings brings value to the table irrespective of age, diversity and role. Having an open and welcoming mindset changes the quality of discussion and decision making in the team. Be receptive, give respect and remain humble.

Adopt a careful and considerate approach. Establish open and frequent communication, recognize the team member's efforts and achievements, regardless of their relevance. Additionally, demonstrate interest in the less experienced member's ideas and perspectives, encouraging their participation. Another important aspect is building trust through delegation of responsibilities. Assign challenging but realistic tasks that allow the team member to learn and develop new skills. Be available to provide guidance and support when needed, maintaining an attitude of confidence in your capabilities.

Listening to their input makes them feel included in the conversation and even if they did not fully understand or answer relevantly, you can still consider what they said and in a polite way, tell them where they went wrong. The way you handle their input at the beginning can encourage them to keep asking questions and keep the conversation going and when that happens there’s only room to learn for both parties.

Breaking complex problems into small pieces and managing the work of each small solution. And at the end of the story show him how big a problem he has solved. It is a very good act of encouragement, of making him feel valued.

In my thinking - Show that you value their ideas and contributions by actively listening to them during discussions and considering their input seriously. - Support their professional development by recommending relevant learning resources, suggesting projects that align with their interests and skills, and providing constructive feedback to help them improve. - Encourage open communication by asking for their feedback on projects, processes, and team dynamics. This shows that you value their perspective and input. - While it's important to provide guidance and support, also give them opportunities to take on responsibilities and showcase their abilities. This helps build their confidence and demonstrates trust in their capabilities.

First of all define his/her role and what is outcome expected Have a constructive dialogue and more regular discussion on how they are doing against the expectations What is going well and what they need to enhance. Give them right pointers to effectively contribute. Identify the skill gaps and requirements, suggest training or self learning to them Have a reward and recognition mechanism so that individual are motivated and have a healthy environment in the team or work area .

Scheduling knowledge transfer sessions to make them up to date with what’s going on with regards to development and changes that have come so far will be useful to get them familiar with the way of things. Get them involved with various tasks and give them the opportunity to be involved in tasks beyond their role so that expands their vision and values when it comes to performing at work.

Another way to make your team member feel valued is to share your knowledge and experience with them. Don't assume they know everything or nothing. Instead, ask them what they want to learn, what they struggle with, and what they are curious about. Then, offer your guidance, resources, and tips to help them improve their skills, solve problems, and understand concepts. You can also invite them to observe or participate in your tasks, projects, or processes, and explain how and why you do things.

Encourage questions, and when presented with a question, answer it generously. Your time investment will yield positive relationships, and future cooperation.

Sharing your knowledge with a less experienced team member can make them feel valued because it shows trust, support, and investment in their development. Provide guidance and mentorship, allowing them to learn and contribute meaningfully to the project. Encourage open communication, ask questions, and provide a safe space where they can seek advice and share ideas. Celebrate their accomplishments and acknowledge their progress, emphasizing their importance to the team. By providing them with knowledge and support, you create a positive and inclusive team environment, which boosts their confidence and professional development.

Ensuring your team member feels included is crucial. By involving them in decision-making, not only do you keep them motivated, but you also offer them a chance to develop their skills. Additionally, fostering a collaborative work environment is key, where team members feel encouraged to share ideas, collaborate on projects, and support each other's success. Creating opportunities for teamwork and collaboration strengthens bonds within the team, promoting a positive and supportive atmosphere overall.

Encouraging the development of a less experienced team member can help them feel valued by providing opportunities for learning, mentorship, and recognition. Provide constructive feedback and guidance based on their developmental needs, highlighting their achievements and contributions. Give them opportunities to take on new challenges and responsibilities, allowing them to expand their skills and gain confidence. Recognize their accomplishments publicly, whether through praise in team meetings or acknowledgment in project communications. Furthermore, create a supportive and inclusive environment in which they feel comfortable asking questions and seeking guidance, thereby empowering their growth and sense of belonging.

Appreciation goes a long way even if the contribution is minimal. Having a positive impact can bring so much more when it comes to obtaining results in the long run.

Encourage their growth by being a positive shove in the right direction. If you know who can help give them more information, initiate the conversation with the less experienced team member. Introduce them and the topic. Let the conversation unfold. Give them the book or link to resources that will allow them to learn. Give them space to experiment on their own, and let them see those experiments to understand what works and what doesn't.

Actively listen with focused intention, perceiving their unique viewpoint. Engage in dialogue that goes beyond surface statements - ask probing questions that honor their input while inviting them to explore broader contexts. Guide without patronizing, challenge without diminishing. Let your conversations be a harmonious exchange of ideas rather than a one-sided lecture. In this nurturing space of collaborative ideation, their confidence will take root and flourish. Though they may currently have less experience, you validate their worth as an indispensable part of the whole. Blend a posture of professional respect with the creative spark that unveils new trails of thought. In doing so, you ensure their voice matters and their future soars.

Less experience isn't no experience. Don't approach this situation with a superiority mindset. Instead, prioritise open communication. Show genuine interest in your team member's opinion on various aspects of your leadership and the job.

Il n'a rien de pire qu'un responsable d'équipe isolé, qui prends seul les décisions. Un responsable d'équipe qui sait être à l'écoute des avis de son équipe, pourra prendre la meilleure décision possible ou améliorer son management avec le consentement de son équipe mais pas contre son équipe.

We are a team, respect should always be on the table. No opinion should be took care lightly, independently of who it came from, as a team we are all equal when it's time to share feedback. Think about it as a brainstorming, you don't need to be technically expert to think outside the box.

In my opinion we should involve the team members in the technical problems discussion. There might be chances that your input may be around 90 % and team members input is around 10% but this is a good way to balance the roles. It is a win win situation for you. Slowly the percentage will be increased and they will feel valued by taking part in the important discussion.

In my experience extremes are often counterproductive. Not paying attention or spending too much time is equally bad. Learning to be capable to resolve independently is important for them, and it wont happend if there is no one who can guide just as it if there is no time to be on their own. We all have our things to do, but we should always make ourselves room to help others.

We accomplish a good role balance by regular pairing/ensemble sessions, where the person who has keyboard&mouse (or shares their screen in a remote session) switches frequently. There’s no one only watching. Our team solves the most important tasks together in this fashion (that’s called “swarming”). That does not only balances the roles, but also contributes to solution quality, knowledge sharing, team alignment and team spirit.

There is more in our lives than work itself. Every new day is a new adventure for all of us, full of opportunities waiting to be taken. Mental and physical health is important, and should be always be in consideration while working, that said, practice what you preach, as actions speak louder than words. If we notice that our team member are not having a good day, we should help it as much as we can. A happy environment will always be the best place to work! and having a team that understand this is a team that will have fun at work.

Teams without a jokes/memes channel don't work on the long-term. In the post COVID world a lot more teams became fully remote, thus some team mates have never seen each other outside of the screen. Teams should really spend fun time together, and a level of private communication that they can make jokes and laugh. Why? Because teams will find themselves in a position to struggle with deadlines and work through tough weeks and months. In a situation like that, only a team spirit and the sense of there being something more than your individual "suffering" can make a team succeed.

I would designate these colleagues as "champions" for specific domains or modules. This should be based on an individual's expertise, experience, and leadership within the relevant area. These champions will serve as the primary point of contact for any domain or module-related inquiries, fostering knowledge sharing and collaboration. By empowering them to lead cross-functional discussions, you can cultivate a sense of ownership and value among all team members, ultimately leading to a more inclusive work environment. Involving the team fosters ownership, utilizes diverse perspectives, and optimizes workload among the team.

Nothing can be more beneficial than active pairing with anyone who is onboarding. Now pairing also needs some discipline, so that you are not always evaluating, but giving cues instead. Pairing helps you understand the pain points or frustration they have. And also gives a chance to share early feedback.

We learn best through extraordinary events. Not by having answers handed to us. Give your less experienced team members the opportunity to find the "how" that works best for them. Also, give them a reasonable amount of time to learn; they won't be as fast as you. Remember that most of the time, the end result matters more than the steps. They will feel valued when they can help define the steps.

One of the major things to consider when on-boarding someone independent of role, is to find the right balance of providing enough information that they have avenues to explore in their own learning, while not providing so much information that they get overwhelmed (even if it is applicable to the role)

The desire to both teach and learn is essential. Without a willingness to learn from less experienced team members, efforts will ultimately be in vain. Similarly, if experienced team members lack the willingness to teach, the outcome remains unchanged. It is through a mutual exchange of knowledge and skills that teams truly thrive.