Dealing with a team member resistant to feedback?

It might be upsetting to be told "no" to input, especially to a team member. Feedback displeasure can sabotage project development and team morale in a team member. Progress does not have to be halted by a difficult team member. - Collect specific case in point and deliver feedback in a private setup. - Acknowledge strengths and talk about specific actions, not who they are. - Listen carefully and understand how the other person feels. - Collaborate on finding solutions rather than placing blame. - Set clear improvement goals and provide guidance on the next steps forward. Consider past interactions, adapt to open discussions, and turn disagreements into learning opportunities to help team members grow with clear guidance and empathy.

Recognize that resistance to feedback often stems from deeper concerns. Take the time to understand your team members' perspectives, acknowledging any past experiences, fears, or misunderstandings contributing to their resistance. Empathetically address their concerns, emphasizing that feedback is a tool for growth, not a personal attack.

We tend not to believe things we can’t see ourselves. People get defensive because feedback often uncovers our ignorance or bias. They see feedback as judgment or criticism and hence are not very open to receiving it. Other than this, it could also be a person's ego coming in the way of receiving feedback. Asking probing questions without being intrusive; being an attentive listener; demonstrating your good intentions; making it a dialogue; not making it personal and instead focusing on business outcomes; and creating a supporting environment are ways in which you can get to understand the perspective of others.

To address a team member resistant to feedback, it's crucial to create a foundation of trust. Begin by establishing a rapport and showing genuine interest in their perspectives. Ensure feedback is constructive and specific, focusing on behaviors rather than personal attributes. Acknowledge their strengths and contributions before addressing areas for improvement. Encourage a two-way dialogue where they can express concerns and feel heard. By fostering an environment of mutual respect and open communication, you can gradually shift their resistance into receptiveness, enhancing team collaboration and individual growth.

"Crie Confiança para Feedback Eficaz: O Equilíbrio que Faz a Diferença" O que me chama a atenção é a importância de criar confiança ao dar feedback. Demonstrar apreço antes de discutir melhorias cria um ambiente seguro e receptivo. Na minha prática, isso equilibra o apoio e a crítica, tornando o feedback mais eficaz. Experimente sempre valorizar as contribuições antes de abordar áreas de crescimento!

I agree with the importance of establishing trust when giving feedback or advice. I personally find that, in most situations, after a thorough understanding of the problem and THEIR perspective, it is better to share a personal relevant story that conveys the message you’re trying to get across, or one that you heard, to spark a constructive conversation. Rather than explicitly pointing out flaws, mistakes, or jumping straight to raw advice or opinions.

Foster a trusting relationship by consistently acknowledging and appreciating your team member's strengths and contributions. Before addressing areas for improvement, highlight their successes and positive qualities. This builds a foundation of trust, making them more open to receiving and implementing feedback.

Avoid vague or generalized statements. Instead, be specific about the behaviours or outcomes that need adjustment. Provide clear examples and explain the impact of their actions on the team's goals and overall performance. Clear and specific feedback enables your team members to understand precisely what needs to change and how to do so.

Give constructive information about how the other person might do things differently and what the benefits might be. Be specific about behaviour, give examples of things you’d like the them to change. Use vocabulary that is direct and doesn't beat around the bush. Put the listener at their ease. Focus on the collaborative nature of the conversation.

When dealing with a team member resistant to feedback, offering support is key. Approach the situation with empathy, understanding that resistance often stems from insecurity or misunderstanding. Provide clear examples of behavior to address, paired with actionable steps for improvement. Offer regular check-ins to discuss progress and challenges, showing your commitment to their development. Celebrate small victories to build confidence and demonstrate the value of feedback. This supportive approach can transform resistance into a willingness to grow and succeed as part of the team.

Are you finished with the process once feedback is delivered? Not really. For feedback to lead to sustainable change, people need support and a realistic plan, both to make improvements and to build on identified strengths. Ask: What are the next steps you’ll take? What can I do to support your progress and goals? Plan to meet again in a week to check in. In future feedback sessions, return to areas you’ve discussed to give additional insights and acknowledge progress. Recognising the work someone has done to develop a skill or change a behaviour, can be a powerful motivation for more improvement.

Ask them some questions on how they like to be coached and recognized. Ask what motives them and what types of recognition are their favorite. Also ask how they like to be held accountable and how they like to receive constructive feedback. When giving the feedback, also ask what their perception of the situation is or was before giving the feedback. Ask what they felt went well and what they felt didn’t. Maybe they will give you a soft opening rather than you having to bring it up and them be blindsided.

The foundation is always one based on establishing trust, demonstrating empathy, highlighting the positive and not just the negatives or gaps and always providing support as a manager, removing barriers for our people. So while giving feedback, start by acknowledging the positives, thank them for their contributions, listen actively, provide a space for dialogue and for the employee to share their opinion in a safe environment without judgment and bias. Be open to adapt and offer solutions. Backup the feedback with examples and provide support for the employee to be able to implement the feedback. Demonstrate empathy and understanding throughout the conversation while maintaining composure and your stance on the importance of feedback.

Choose the Right Time and Place: Deliver feedback in a private setting, free from distractions, to ensure a productive conversation. Focus on Behavior, Not Personality: Address specific actions and outcomes, not personal traits. Use "I" Statements: Frame feedback regarding your observations and feelings rather than accusatory language. Set SMART Goals: Collaboratively establish specific, measurable, achievable, relevant, and time-bound goals for improvement.