Primero, habla directamente con él para entender las razones detrás de su falta de asistencia. Puede haber barreras como problemas de agenda o falta de motivación, y es clave abordarlas. Al ser transparente, generas confianza y compromiso. Luego, establece expectativas claras y acordadas sobre la participación en reuniones. Si es necesario, ajusta la frecuencia o el formato de las mismas para adaptarte a su estilo. La clave está en la flexibilidad y la comunicación abierta, siempre buscando el equilibrio entre productividad y bienestar del equipo.

If my direct report keeps missing virtual meetings, I’d start by having a one-on-one to understand why—whether it’s scheduling conflicts, workload, or something else. I’d emphasize the importance of their presence to the team and set clear expectations. If needed, I’d offer flexibility, like adjusting meeting times or formats, but also stress the need for consistency. I’d follow up to see if things improve and keep communication open to address any ongoing challenges.

I think that like many other important aspects of managing teams and people, it has a lot to do with discipline. And to be able to reach a company with discipline in these aspects, it requires many kinds of actions. For me, one of the most important is to lead by example. If managers are always, and I mean always, connect on time, or if in case they are unable to attend, they give advance notice or reschedule meetings, whether or not they are of great importance, the whole team behind them will try to do the same. At the beginning, absences should be corrected one by one, and then step by step the organisation will adapt, even if it is the managers themselves who refuse to accept absences or delays.

Approach the situation with understanding and clarity. Have a one-on-one conversation to understand any challenges they’re facing, and reinforce the importance of the meetings. Set clear expectations, offer solutions (like reminders or more flexible times), and follow up consistently. Accountability, combined with support, helps resolve the issue.

Mi experiencia me ha demostrado que la solución trasciende las medidas correctivas tradicionales y se centra en tres elementos críticos: primero, un sistema de diagnóstico que identifique patrones y barreras reales antes de que se vuelvan crónicos; segundo, la implementación de un framework de participación que conecte cada reunión con objetivos de desarrollo individual y colectivo; y tercero, la transformación del formato virtual en una experiencia de alto impacto donde cada participante ve reflejado su valor estratégico. Este enfoque no solo resolvería el síntoma, sino que cataliza una cultura de participación donde las reuniones virtuales se convierten en aceleradores de crecimiento organizacional.