In such a case, where a team member feels excluded in the discussion of a project, first prioritize empathy, inclusion, and proactively take steps. Begin with a private conversation to understand their perspective and specific instances where they felt left out. Acknowledge their feelings and reassure them of their importance to the project. Reflect on communication and collaboration practices to identify any gaps that may have caused the exclusion. Set things right: make sure they are present in the right meetings, updates, and decisions; be culture-inclusive such that each view would matter and will be asked. Reestablish trust and cohesion within the team by listening to what they have to say and take action toward them.

Eu iniciaria com uma observação desse cenário. O que levou esse membro a sentir excluído? Em seguida faria uma reunião individual tentando entender com mais profundidade os motivos que o levaram a sentir assim. Logo depois faria reunião individual com cada membro da equipe para entender se há algum conflito que não esteja claro, administraria esse conflito, reforçaria a importância dos papéis e responsabilidades de cada um e do trabalho em equipe. Em seguida acompanharia o resultado de perto.

Cuando un miembro del equipo se siente excluido, lo primero es abordar la situación con empatía. En mi experiencia, una conversación privada y sincera puede marcar la diferencia. Pregunta cómo se siente y qué cree que lo está dejando fuera, y escucha activamente. Asegúrate de que las dinámicas del equipo sean inclusivas: invita a su participación directa en discusiones y asigna tareas clave que refuercen su rol. Además, fomenta una cultura donde todos puedan compartir ideas libremente. Al demostrar que su voz importa, no solo resuelves sus preocupaciones, sino que fortaleces la colaboración del equipo.

To address a team member's concerns about feeling excluded, approach the situation with empathy and openness. Begin by having a private, one-on-one conversation to understand their perspective and identify specific instances where they felt excluded. Acknowledge their feelings and assure them that their input is valued. Evaluate your team's communication processes and identify areas for improvement, such as ensuring inclusive meeting invitations, encouraging diverse viewpoints, or rotating responsibilities. Foster a culture of openness where everyone feels safe to contribute and implement changes to address the issue. Follow up to ensure the team member feels more included moving forward.

Schedule a one-to-one meeting, be it in a professional or social setting to understand his or her situation. It is vital to listen to his or her concerns before providing suggestions to ease his or her situation. Check in on him or her off and on to see if those suggestions work to nurture trust.