I’m an HR Generalist and had been with the company a year and five months when I learned my manager would be relocating to another of our facilities. Our Director of Operations did not want to offer me an interview for her position even though my manager said she had confidence in my abilities but did admit she had done nothing to engage me with the Leadership Team since I have been with the company and she took responsibility for that. Do you think this hurts my opportunity for growth within the company from this point forward? I do feel it is going to hurt my credibility within the company and certainly within our facility that I was not promoted or interviewed for the position. Also, our Corporate Director of HR has not ‘reached out’ to make a comment one way or another. Should I be concerned as to ‘where I fit in with the Team at this point? Thanks for your input.

Team Doc answers… Does Getting Passed Over For Promotion Hurt Future Opportunities?

Here’s my problem. Team members agree to take on certain tasks during the meeting, then they walk out the door and everything’s forgotten. What can I do to help people remember their action items and follow through on them?

Team Doc answers… Team Members Make Promise, But No Action

Our team meetings are a mess and a total waste of time for team members. We meet every two weeks for one hour. There are six team members. Most everyone is late to the meeting so we don’t start until about 15 minutes after the meeting is scheduled to start. Then the meeting consists of going around the table with each team member updating the others on “what’s happening.” The information is not useful and normally focuses on the past not the future. There is typically no discussion within the team about these topics. What can we do to make these team meetings productive?

Team Doc answers… How To Fix Disorganized Team Meetings

When you are forming a new team and there is a bit of competition among members rather than collaboration, how do you turn that around?

Team Doc answers… Is Internal Team Competition A Bad Thing?

My manager would like to develop a common methodology to be used by the team I belong to. We are a team of bank managers that conducts daily sales and service meetings with our respective teams. The meetings last 25-30 minutes and we need a common method that employees team exercises for motivation, morale, sales and service learning. Can you suggest a site that will help me in working this task out and at the same time can you give me some tips or suggestions?

Team Doc answers… 30 Minute Meetings Need Structure for Success

I was reading a book about team meetings and in that came up a question about ground rules. I answered the question for myself but I would like to hear a professional opinion. Therefore, my question is: Which two of the following meeting ground rules do you feel are most important. Why?

Team Doc answers… Top Team Groundrules?

I’d appreciate your feedback on a 2-hour transition meeting I am managing. Here are the specifics. There are about 10 members of the new group. In the meeting I am managing, there will be 6 new members and 4 “holdovers.”

I want to use the first part of the meeting as a way of acknowledging and celebrating the accomplishments of the old group, and the second part of the meeting as a means for the new group to begin to get clarity (mostly from the old group) as to concerns, incompletions, structural issues etc.

Team Doc answers… Team Meeting Won’t Accomplish Objective

I have just started a new job as manager at an apartment complex where the employees were allowed to do as they please and no structure to the place. I am holding my first team meeting money and suggestions and do you think it is OK to give little goody bags to boost moral and to let them see I want to build a great team. Also what do you think about meeting daily for about 15 minutes versus having one Monday morning meeting?

Team Doc answers… Boosting Morale and Opening Team Communication A Good Thing

Our team meetings are quite a nightmare. Everyone talks at the same time and nobody listens. What can we do to make these meetings worthwhile to our team?

Team Doc answers… Every Team Member Talks — No One Listens

I’d appreciate your feedback on a two-hour transition meeting I am managing. Here are the specifics. There are about 10 members of the new group. In this meeting, there will be six new members and four “holdovers.”

I want to use the first part of the meeting as a way of acknowledging and celebrating the accomplishments of the old group, and the second part of the meeting as a means for the new group to begin to get clarity (mostly from the old group) as to concerns, incompletions, structural issues etc.

Team Doc answers… Need More Time for Team Meeting