Dealing with a disruptive team member in meetings requires a balance of assertiveness, empathy, and clear communication. If you’re prepared to address the behavior effectively, it ensures the team stays productive and maintains a healthy working environment.

Dealing with disruptive team members requires tact and firmness. Addressing the behavior promptly in a private setting prevents embarrassment while holding them accountable. Setting clear expectations before meetings and fostering an inclusive atmosphere can preempt disruptions by ensuring all voices are valued. Strategies like using a “parking lot” for off-topic comments and actively encouraging quieter members to participate can help shift the dynamic. Additionally, follow-up conversations to uncover the root of the behavior—whether frustration or misunderstanding—often lead to effective resolution.

To handle disruptive behavior in meetings, stay calm and composed. If the issue persists, address it privately afterward, focusing on the impact rather than personal criticism. Set clear expectations for respectful communication at the start of meetings. If disruptions continue, gently redirect the conversation back on track. Listen actively to understand any underlying frustrations. If the behavior doesn’t improve, consider involving HR or a manager to resolve the issue. The goal is to maintain respect while keeping the team focused on the meeting’s objectives🍁

Pienso que cuando se ejerce un puesto dentro de RR.HH hay que entender que cuando un miembro es disruptivo no necesariamente es algo negativo para el equipo. Hay que dejar que el integrante se exprese libremente, para así entender su punto o idea. A seguir se establece una conversación abierta y de respeto, donde se busca llegar a un entendimiento en común y se explica del porque el punto o idea presentada es positivo o negativo para el equipo. Darle espacio a lo disruptivo, suele abrir las puertas a la innovación, transformación y creatividad.