Three Ways To Integrate a Team Member Who Isn’t Fitting In
Creating high performing teams requires you to hire trustworthy workers, allow employees to manage themselves and make sure that every employee feels included. When people feel excluded or ignored at their workplace, it is likely to impact them and the company negatively. Here are three ways to integrate a team member who isn’t fitting in.
1. Be the Example
Inclusivity begins with a company’s leaders. Most people don’t notice the events that cause others to feel left out. As a manager, be especially cautious about your personal biases and how you treat others. Also, be vigilant about “micro inequalities,” which is when someone is treated differently than other team members. For instance, if you decide to send birthday texts to team members wishing them well on their special day, be sure to send texts to every member.
Assess your company’s culture. Is the culture warm and welcoming? Does it give people flexibility when they need it, or are the expectations highly restrictive? You might find it easier to integrate someone who isn’t fitting in by embracing a more laid-back work environment.
Making people feel included is worth the effort. When every member of the team feels comfortable participating, you’ll most likely enjoy better work outcomes. As a manager, you’ll need to be proactive. This will help your staff perform their work tasks more effectively.
2. Ask for Input
A great way to make your workers feel included is to ask them to weigh in on projects when other team members are present. This is especially helpful for workers who tend to be introverts. Also, when you listen to your employees, they’ll know that you value their opinions and ideas. This will show other members of the team that each person is a valuable team asset.
If one member of your team isn’t fitting in, then the other members will likely feel the tension as well. Check in with other members to gain a more comprehensive perspective of the situation.
Be patient and give the situation time. In some cases, when one member isn’t fitting in, time may resolve it.
3. Keep Working at It
Cultivating work inclusivity is a continuous process, one that may require a little trial and error. Keep working at it. You’re bound to develop the skills to make other people feel valued and included. Embrace being flexible. To ensure that every member of your team feels included, you may need to change your company’s practices and implement inclusive policies.
If someone isn’t fitting in, try to figure out if the issue is an internal or external one. For instance, does the person tend to overthink and assume that other members are critical of his or her work when they aren’t? In this case, you may be able to discuss the situation with the person and confirm what you expect from him or her as an employee.
If the team is spending time together outside of work and failing to invite one or two members, then you may need to hold your own event outside of work and invite everyone. While you can’t control what your workers do on their own time, you can be a good example and make everyone feel welcome.
High Performing Teams Embrace Inclusivity
Creating high performing teams can be tricky, but by paying attention to how well your people work together, trusting them to make good work decisions and embracing inclusivity, you’re likely to develop teams that support your business.
