First, I talk to the team member privately to understand why they don’t want to collaborate. I listen to their concerns and ask what support they need. Then, I explain the importance of teamwork and how their input helps the case. Together, we find a solution that works for everyone. Finally, I ensure clear expectations and keep open communication for progress.

Begin with a private conversation to understand their reasons for refusal. Address concerns respectfully, clarifying roles and the benefits of collaboration. Offer support if needed and set clear next steps, emphasizing the importance of teamwork for a successful outcome.

A teammate resists a joint case? Here's how to handle it: - Private Chat: Schedule a one-on-one to understand their concerns (workload, clarity, personality clashes?) in a safe space. - Address the Why: Based on their concerns, explore solutions (redistribute tasks, clarify goals, mediate conflict). - Teamwork Matters: Reiterate the importance of collaboration, how their contribution is vital, and set clear expectations. - Escalate if Needed: If the issue persists, involve HR or higher management for further support. By tackling the root cause and promoting collaboration, we can turn a reluctant team member into a valuable contributor.

Talk to them: Have a private chat to understand why they don't want to work together. Understand their feelings: Try to see things from their point of view. Find a way to work together: Figure out what you both want to achieve and how you can work as a team. Help them: Offer to help or provide resources to make it easier for them to collaborate.

Identify what the strengths and knowledge of the caseworker is first One to one should be a regular schedule between the manager and the employee for an open and honest understanding of Have a private conversation to recognise the refusal (conflict of interest, personal, no knowledge background) and make sure the the member is ok in general. Give support and empower by working together with feedback and information.

Talk to the team member privately, try to understand them and make sure they also understand what is expected of them in terms of team work

I would not be as confrontational at first with a 1 on 1, I would call a team meeting to discuss project, expectations and timeframe. I would then invite any team members who were unsure of what my expectation from them personally was to come chat to me 1 on 1. I would then wait a reasonable duration depending on the timeframe for project completion to follow up.

- okay! Thank you for sharing this with me, could you let me know if there is another case you’d prefer to work on? - when your ready to, I hope we could have the opportunity to come together and understand this.

I would privately speak with this colleague, asking them their opinions on the topics and ask about their hesitancy on partipating. This will help get their ideas listened to as well as feeling like someone is listening to them

I would do the best I can to handle the situation, and if I am unable to, I will seek advice from others. Sometimes, you must face challenges to find your strengths, and to realize that you can accomplish more than you think you can do. People can be as mean as they want to,however, if you believe in yourself, you can move mountains.