To manage a situation where a team member feels undervalued and is causing friction, start by having a private, empathetic conversation with the individual. Listen actively to their concerns and validate their feelings, making sure they feel heard. Acknowledge their contributions and ask for suggestions on how their role or recognition could improve. If the issue stems from workload or communication, work together to find a solution, such as redistributing tasks or improving team dynamics. Involve the team in fostering a supportive, appreciative environment to ensure that everyone feels valued, and follow up regularly to maintain a positive atmosphere.

When a team member feels undervalued and starts causing friction, address it by following these steps: 1. Listen and Understand: Have a one-on-one to uncover their concerns. 2. Show Empathy: Validate their feelings to show they’re heard. 3. Clarify Their Impact: Reinforce their role’s value and contribution. 4. Set Growth Goals: Align their development with team needs and personal aspirations. 5. Foster Open Communication: Promote regular feedback to prevent future issues. This approach not only addresses immediate friction but builds a stronger, more engaged team.

Here’s my approach: 1. Start with a one-on-one conversation: Listen to their concerns without judgment. Often, the root cause is a misalignment of expectations or a lack of recognition. 2. Reaffirm their contributions: Highlight specific instances where their work made a difference to the team or the organization. 3. Collaborate on solutions: Work together to identify changes that could improve their engagement—whether it’s adjusting responsibilities or providing growth opportunities. This not only helps the individual but also strengthens the team as a whole.