“In those meetings, when actions are allocated, give some to them. Give thanks and praise to them for their assistance and call out their contribution to the more senior members of the team, being very specific about what outcomes they have delivered and what others have done, including yourself. If appropriate, get some metrics that can show what each team member has delivered.”

Of course, it may be that you don’t get on well with this person, which makes things more difficult, but Tregurtha has some advice in this case, as well.

“If you do not have a great relationship then you will need to involve someone you trust: your manager, a more senior leader or perhaps a member of the HR team.

“It is important to focus on outcomes. Take the time to document very clearly the work you are doing and your contribution to the team. Then find time to set up a meeting to discuss the impact on you of this individual not pulling their weight in the team. Ask this person how you should proceed with this matter. You would hope that by highlighting the issue that the organisation would take action to manage the situation.”

This sounds like a frustrating position for you. As is almost always the case, though, the first port of call is empathy and an attempt at understanding. I really hope for you and your colleagues, this “retirement” doesn’t continue after your attempt to find out what’s wrong.