Hi,
I am working in a company where the team takes breaks for an hour (this is in addition to the lunch breaks) which happens once in a week. I am not complaining about that, but I am not being a part of that break and as a senior neither I am informed nor being invited for those breaks. I cant complain this to my supervisor as they take it very casually and sportively. Please let me know in what form I can break that team into small and divided. I am feeling frustrated since this is happening from the past 4 to 5 months.
Please post your valuable suggestions onto this thread and this has to be an informal and no other person shall be involved.

From India, Mysore
PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Dinesh Divekar
Business Mentor, Consultant And Trainer
KK!HR
Management Consultancy

Dear Rakesh,
What is your designation? Do these team members report to you?
If the meeting is for official purpose then who records the minutes of the meeting? Whom these minutes forwarded to?
If the official matters are not discussed in the meeting, then what is being discussed? Why you are kept out? What is the justification?
How come this informal meeting has not been noticed by the MD or any other superior? Why they are nonchalant?
Please clarify!

From India, Bangalore
Dear Rakesh,
This shows you are still struggling to make inroads with your team. Nothing works with force or complaint, your team will listen to you only if they have confidence in you. Instead of complaining, understand why this break of 1 hour per week has been allowed by the Management. Speak to you seniors on how you can be a part of that break. If there is a specific reason for why this break is given and you agree with that, I am sure instead of complaining you will appreciate that
Do let me know, if you need any other support to resolve this issue with your team
Regards
Dolphy Goveas
Jakarta, Indonesia

From India, Madras
KK!HR
1289

Dear Rakesh: It appears you are rather new to the group and is left out of the fun. The fact that management has shut its eyes to such an activity indicates that it is not adversely affecting the performance.
There are two ways of looking at it. One is that the synergy of the group could be marshaled into a strong cohesive force and can channelised towards organisational goals or it can be productively used in some way, even make it an unwinding session. We had experimented with a group called 'Ripples' at the work place which was purely voluntary and used to discuss anything other than work related issues, like films, books one read, training programme attended, interesting ppts, personal experiences while on outstation holidays etc on saturday afternoon for one hour. This worked very well, as the group members were able to interact without inhibitions and a more open culture ensued. After all 'all work and no play makes even little Johnny dull ....'
But on the other hand if this is seen as disrupting the work ethos, then several actions are possible, like having a departmental meeting coinciding with the same timing, assign key group members some tasks to be finished and reported at that exact time, keep all the fellows on their toes all the time, make some internal changes in reporting relationships and ultimately make it very specific that you are not liking it and confront the group members while their group fun is going on or even issuing a formal order stopping it. But the result of such an approach could be indifference, alienation and demotivation of the group members. So it has to be very carefully thought and executed.

From India, Mumbai

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