ADDRESSING UNDERVALUED TEAM MEMBERS WITH EMOTIONAL INTELLIGENCE When a team member feels undervalued and causes tension, I approach the situation with empathy and understanding. I initiate a private conversation to listen actively to their concerns, ensuring they feel heard and respected. I create a safe space for open dialogue by recognizing their contributions and validating their feelings. Together, we identify ways to enhance their sense of value, whether through increased responsibilities, professional development opportunities, or recognition of their efforts. I foster an inclusive environment where every member feels appreciated and supported. By addressing the issue, we make the team dynamic stronger and more cohesive.

When a team member feels undervalued and it’s creating tension, it helps to have a private, genuine conversation focused on understanding their experience. Listening without judgment and acknowledging their perspective can make them feel seen and heard, which often eases the strain. Instead of jumping straight to fixes, exploring what specifically has left them feeling overlooked can open up a clearer path forward. I find that a reminder of their unique strengths and contributions can help them reconnect with their value, and small, consistent actions after the conversation show them they’re genuinely valued.

A DIFFERENT (DEEPER) PERSPECTIVE: Quite often, the real root-cause of this tension is a deep-rooted self-esteem. Many of us go through life not feeling we are worth it, which makes us try to fill the void with external praise and recognition. This develops if we didn't receive enough praise and (constructive) feedback while growing up. We all have the need to feel good about ourselves and our worth. But no matter how much we do and achieve, we won't feel valued if we don't value ourselves intrinsically. They must take responsibility for their own emotions and deficiencies, and start believing that their value is intrinsic; that they are good as they are; that they are not their behavior, achievements, or possessions.

In these situations, leadership must maintain closeness with the team member and actively listen to their concerns and reasons for feeling undervalued. In addition, provide feedback and guidance to the professional. Based on these alignments, define actions and monitor them together with the team member.

"Turn Tension into Team Triumph!" Handling a team member who feels undervalued requires a blend of empathy and action. Start by acknowledging their feelings—actively listen to show you genuinely care. Use open-ended questions to understand what’s fueling their frustration, making them feel seen and heard. Once you’ve pinpointed the issue, work together to find ways they can contribute meaningfully. Recognize their strengths openly, reinforcing their value to the team. By approaching this with emotional intelligence, you not only ease the tension but empower them to re-engage with purpose!