Communication & Respect Issues within Team

Question

A colleague seems to be struggling with getting her voice heard as well as respect from the rest of the team. This seems to be at management level as well as peer level. She is in her late 20s/early 30s and one of the youngest members of the team. Her role requires input and teamwork to get most of her job done. She has confided in me her displeasure with the team as well as consideration of leaving the company.  She has gone to her supervisor for help as well as the plant manager, and doesn't feel like her voice is being heard. She has set up meetings that a significant number of people don't show up, even though she has asked for times that would work for them. What are your suggestions for getting her voice heard and having more impact in her meetings and communication?

Claudia · Answer

Management really should be stepping in at this point.  Either attending the meetings as well - and sending an apporpiate email afterwards if people do not show - or speaking to people directly.

Equally, supporting advancing the project without their input while informing them that not showing up assumes they have no input to provide.

People suddenly become very active if they are worried their voice won't be heard, or an upper manager states something is a priority.  In our area, you cannot sit on a project because someone doesn't show to a meeting.  You discuss with who is there, and email your findings to everyone.  If they did not show up to the meeting, you can inform them that all these comments should have come to the meeting.  More often than not we give them one more chance and reschedule another meeting...and magically, that one is usually packed.  And a manager attends just to keep the peace.

Accepting the disrespect blindly,  and waiting for the other parties to complete a project, or even spending too long catering to them, is not acceptable if it delays the completion of the assignment, for us.  We're encouraged to be a bit aggressive, but tactful.  I'm lucky I have a manager who supports me in it.

Anonymous · Answer

I face a similar situation at work where I need input from my team. What I do is, I go talk to people 1:1 because they're more likely to share if it's just the two of us.  I also flip the script and make it about them and how I can contribute to the work that they're doing and information that I need from them to ensure our work is successful.

If there's a general theme or issue that people agree with and just need a few people to get on board, I would talk about it during the team meeting and get management onboard to provide a directive.

Trina Schneider · Answer

This is a challenge early in a career.  Part of this is she does not have a good mentor, on how to arrange meetings, or how to use an assertive voice, rather than a passive voice.  It maybe that the more senior people to not see her has having the credibility or tenure to lead the meeting.  Leaving the company over this issue will not help her on her next role, as she will be expected to lead a meeting there.  Claudia's advice on sending out the meeting notes with attendance, and copy her manager or the project champion cc: will bring up attendance, and compliance.  Rather than see this as a passive aggressive move, this is great project management.  This keeps the team on point for completing project.

Brooke · Answer

I would encourage you to be her advocate as much as possible. I would also offer to be a reference for her if she does choose to leave.

Nicole Fortune · Answer

I was the youngest persom in my career forna while. I agree with the comments above, but would like to add a few more tips. #1 If there are other meetings in which finish early and people have been engaged just take the floor and say 'Hey, since everyone is in the room or on the phone  whats the general feeling about whatever topic.' #2  Every team/group has those informal leaders that make others fall into place. Identify that person and just mention the issue and how it seems they dont have the problem and ask what tip can they share/offer...if for no other reason beside ego they will become an ally and motivate others. #3 Make sure you and management understand what impact/hardships are as a result of  unwilling participants.  #4 Examine the compomy culture about meetings...you may need to have some informal conversations to gain this knowledge. Hope this give some fresh approaches.

Communication & Respect Issues within Team

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