Meetings are great tool to communicate with team members. When someone is missing it’s time to check a few facts 1) Find out reason for not being there or if he has communicated some about his absence. 2) Check on his past meeting and health records 3) Take a look in recent meeting and its outcome and impact on team. 4) Make meetings engaging not just numbers and motivate participation 5) Feedback for 👍 sure , even if you are boss you need to know what’s happenings to get things going.

Maybe the meetings are too long, unclear, or not relevant for that person. Making meetings more focused, with clear agendas, can help.

Start by checking in 1:1 — maybe they’re camera-shy, juggling distractions, or just Zoom-fatigued. Set clear expectations for participation and rotate responsibilities (e.g., note-taker, presenter) to create accountability. Use engagement tools like polls, emojis, or breakout rooms to make meetings less “blah” and more “aha!” Keep meetings short, purposeful, and people-centric. Finally, recognize contributions publicly — it’s amazing what a little “You rocked that update!” can do. In the immortal words of Mary Poppins, "In every job that must be done, there is an element of fun."

You need to do more than just call them out for missing them. It's about creating a sense of togetherness and making sure they feel understood. Instead of simply telling them to show up, try to figure out why they're not keen on joining, maybe they feel detached, unsure of what's going on, or just worn out. Make those meetings less like a chore and more like a chance to work together, where everyone's ideas, including theirs, are truly valued. When they see that participating is a chance to have their say rather than just another task, they'll move from just being there to actually contributing. If you build a culture where communication is empowering, you'll see their involvement increase dramatically.

1. Privately understand the reason for their disengagement—could be confidence, clarity, or personal. 2. Involve them with specific roles or questions in a safe space to build comfort and gradually boost participation.

1. I think it is important to first figure out the why. This would be a task for their manager. There could be personal issues or the person needs help with prioritizing their work. 2. Get them involved. Instead of one person constantly leading the meetings, make it popcorn style. Each member of the team will be responsible for leading a meeting. 3. Async status/project updates are a great alternative to meeting. A "Slack Up" keeps members engaged and informed.

I will begin by saying No one's crazy to DO or NOT TO DO things. Thus behind everything NOT done there is reason. Key to finding this reason OPEN Dialogue Do this "without" being a JUDGE , JURY & Never being Executioner

I’d ask for feedback to understand why they’re avoiding meetings, whether it’s the format or timing. Then, I’d suggest making them more engaging or offer alternatives like email feedback if they’re not comfortable joining.