How to Manage a Long‑Winded Team Member

The Problem: A Long‑Winded Team Member in Meetings

Question:
I have a team member who’s very long‑winded. They have good ideas, but their rambling style makes our meetings run over. Coworkers are rolling their eyes and getting annoyed. How can I help them?

Answer:
Great question, dear leader. This is a super common—and totally fixable—situation.

At first glance, this might seem like a “how do I give tough feedback?” problem. But that’s only part of it.

The real issue usually isn’t just the team member’s communication style—it’s that your meeting structure and team norms aren’t designed to handle it. And that’s what’s causing the delays and bad vibes.

The Real Fix: Meeting Structure and Team Norms

To solve this, you need to create a meeting environment where:

• Everyone can participate effectively
• It’s easy to spot when things aren’t working
• You can course‑correct without calling anyone out

Yes, this takes practice—but it’s absolutely a leadership skill you can build.

Here’s a simple, practical framework to get you started.

A Simple Meeting Framework That Actually Works

1. Frame the Topic and Outcome Clearly

Start by naming what the meeting is for:

“We’re discussing reflections from the employee engagement survey. This is a discussion—not a decision‑making session.”

Clarity upfront reduces rambling later.

2. Share the Process Before You Start

Let people know how the conversation will flow:

“To make sure everyone has time to share and we end on time, we’re adding a little structure.”

This sets expectations without singling anyone out.

3. Add Light Structure to the Conversation

Here’s one option that works especially well when you have a long‑winded participant:

• First: Everyone takes two minutes to silently gather their thoughts
• Then: Go around the room—each person gets up to two minutes to share
• Finally: Open it up for group discussion

Pro tip: Have your long‑winded team member go last (or near the end).

This gives them time to prepare instead of thinking out loud. It also lets them hear how others share concisely—and ideally, self‑correct.

Why This Makes Feedback Easier (and Kinder)

This structure creates a clear baseline for effectiveness.

Now, instead of vague or personal feedback, you can say:

“Hey Jonathan, I noticed you’re having trouble staying within the time limit. I want to make sure you feel heard—and see how I can support you.”

This isn’t about punishment or rigid rules. It’s about defining what effective participation looks like so everyone knows what’s expected—and can contribute meaningfully.

Not Every Meeting Needs This Much Structure

A quick note: not every meeting needs tight guardrails.

Always tailor your approach to:

• The outcome you want
• The people in the room
• The stakes of the conversation

And remember, meetings aren’t the only way to gather input.

Other options include:

• Sending discussion questions in advance
• Inviting people to email or document their thoughts
• Using async tools alongside live conversations

A Word on Different Communication Styles at Work

One last thing: conversational styles vary a lot.

For example, when I’m excited, I tend to “popcorn”—jumping in with ideas, sometimes at inopportune moments. Some folks love that energy. We’re vibin’.

Others find it disruptive. It feels like interrupting.

Who’s right?

Everyone.

Our brains work differently. Creating an inclusive environment takes give and take—from individuals and from leaders designing the space.

Learning to be succinct in a time‑bound conversation is a skill. So is adjusting the format to make room for different styles.

The Bottom Line

If you’re dealing with a long‑winded team member:

• Don’t jump straight to personal feedback
• Start with clear outcomes, process, and structure
• Create shared expectations that make self‑correction possible

That’s how you reduce frustration, protect meeting time, and help everyone show up at their best.

Try it out and let me know how it goes. That’s my take—what’s yours? Drop your advice in the comments and let’s learn together. Have a sticky workplace situation causing you grief? Send it my way and we’ll tackle it in a future episode.