Related Posts
Enthusiast
Does anybody enjoy taking depositions?
Which streaming TV service do you find the best?
Any facing issue with HIS claim? My claim amount is processed and ready for payment. But its in that status for last 15 days. There is no reply even after mailing them. What to do..I am currently in NP. I am worried if it will be settled before my last working day. Tata Consultancy Tata Group
“Fuck it I’m going to PDF this bitch"
Additional Posts in Leadership
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
You need to take control of the meeting from the start. Tell the staff that the goal is to keep the meeting to no more than 30 minutes and comments must be made in an orderly process. They must wait to be recognized by the "chair," you, and should keep comments brief and only on the topic being addressed. If the employee in question veers off that procedure, feel free to interrupt her with "Those are some good points. Thanks for your input. Anyone else?" If there is a rerun in the next meeting, you will need to have an one-on-one with her to tell her that it is not good that two or three staff members monopolize the meeting and for her to restrain herself and give others a chance to contribute. If that doesn't work, you will have to be more direct.
Mostly what M1 and D1 are writing here.
Couple of adjustments : ideally, if you'd like to support this team member (either as a manager or a peer), you'll need to own it and, even if informally in case or a peer, recognise yourself at that point as a guide with the responsibility of their improvement on this topic - if not, then don't make it your business if it's not. To do this you'll need to steer their behaviour, give time limits to everyone in meetings and enforce it, if veering off topic, request to get back to the agenda but send out all good point in email format post meeting/call, and allow "drifters" to conclude their portion back on topic - no one enjoys being cut off and not given a chance to wrap-up if at the end of "their time", just remind them they need to conclude their agenda-centric ponit and it'll be the next person's turn / end of the chat (if last person). Ideally, this will force them to learn on their own to better utilize their time and be mindful to be succinct and on topic.
Everything Manager 1 said. It sounds like these meetings need more structure. I would probably set it up as a sort of round table format, where you call on team members in turn to present ideas, and would likely place this team member last to prevent them from using up all of the allotted time.
First check yourself and how you run the meeting. Make it structured and let everyone know they’ll get a chance to speak when called upon. Make sure you share an agenda with them in advance
It’s extremely tough when someone’s got great ideas but can’t keep it short. Maybe try gently redirecting them during the meeting, like, “Those are great points, can we wrap up and move on to X?” Or offer a one-on-one chat, saying you value their input but need to keep things on track. It’s all about balance
Manager 1, this sounds like a peer and not the manager who’s asking the question. And OP, first of all this should be brought to the manager and if you’re not comfortable doing that, then you need to give feedback to your peer, especially if you are more tenure or in a more senior role than they are.
Everybody in that room is aware of this person‘s rambling. And if you don’t know how to get feedback, you’re really far behind and if you don’t know how to get feedback, receive feedback you’re not in a good space. Can you provide feedback to this peer?
Honestly, I would just be honest with them and let them know you need them to rein it in a bit. I have had to do that with people before when they are getting long winded and making the meeting last way longer than it should.
D1: You’re spot.
That’s wisdom right there.
Mention it passively in a review. If it's this prevalent, trust me - they know, and will consider it every time before speaking from now on.
No, don’t include it in a review. It doesn’t belong in a review. It only belongs in a one on one first. You don’t affect your people’s reviews because you don’t bother to have conversations before a review hits —that’s bad leadership.
Now if it has been brought up in one on ones and no action has been taken a minimum of two times, then put it in a review because then it has teeth, but you don’t drop it in a review first.