Employee hates meetings
RuthG
117 Posts
We have one employee on our team who hates meetings and is pretty obvious about it from his facial expressions and lack of participation. Any advice in how to handle this situation? We have talked to him, but it only helps for a short time. His negativity isn't good for the team.
Comments
Newsflash. We ALL hate meetings. That is why they call it W-O-R-K. The company pays us to do it, it is required, so get over it.
Now, I (of course) wouldn't quite use those words, but that is the jist of it. The employee needs to grow up. If he doesn't want to do the W-O-R-K, then he shouldn't be allowed to keep his J-O-B. Sorry for the sarcasm, but I have no patience for this sort of behavior.
You should communicate to this person that actively and willingly participating in team meetings is a part of their performance metrics, and if they don't improve their participation, they will see it in their performance review. Talk to the whole team about what you expect of them at meetings so everyone is on a level playing field.
We have someone like that here too. What I find irritating about such people is that they act so impatient with meeting proceedings, as if THEIR time is so important and precious, when in reality nearly everyone else attending the meeting has as much work on their plate (if not more) than they do.
As others have touched upon, you can't make such people like meetings, but you can make it clear to them that their participation (or lack thereof) in meetings will have an impact on their performance review.
It's a little thing called teamwork--and at our company being a good team member is an important part of your job.
To avoid reaching the wrong conclusion, as to why he 'hates' meetings, I'd start with a one-on-one and ask him directly what the problem is. No use to go through a lot of tiptoeing with "I perceive that you seem to.....". The symptom is obvious. To get to the root of it, hit it head on, by asking, "It's obvious to me and perhaps others that you would rather be somewhere other than our required regular meeting. Help me understand that."
Based on what you get in return.......move forward. If he's merely obstinate and establishes that 'meetings are wasting his time' or 'I really don't get anything out of them', I'd not bother with attempting to convince him otherwise. There are several directions you could go.....'what would make you feel differently?', 'what is it about our meetings that you dislike in particular?', 'have you made attempts to take at least one thing from each meeting?'
I'm not feeling as if this guy really needs an on-staff mentor (such as yourself) though. I'm thinking more of a direct approach is called for, such as, "At least I know how you feel. Now, so that you'll know how I feel, I'm obligated to tell you that your presence is required, your attention is expected and your participation is invited. If your outward expressions of disagreement and discontent continue, our disciplinary procedure will result and could eventually lead to employment termination. Do we need to discuss further or can I count on your support and improvement?"
Ruth:
I believe dealing with this problem directly as a work performance issue, because it is, is the best approach. Explain to the employee what the performance expectations are and how the expectation is not being met and what the employee needs to do to meet the expectation. Be clear, be firm, and be prepared to act to provide the positive or negative feedback as necessary.
Ken