Your team member consistently ignores feedback. How can you get through to them effectively?

Understanding why team members are ignoring feedback will definitely let us know the real reason behind the issues that played an important role in taking their this decision as a result we can always eliminate those issues successfully!

If you’re working with a teammate that consistently ignores feedback, seek to understand why. They could have a problem with your delivery, or with your person or they may even be the problem entirely (not open to receiving feedback). Having a good understanding of why they resist feedback will inform your next line of action. The good strategy to get them to say why is to politely ask. It’s important to not come off as confrontational, rather appear curious and willing to learn from them. A lot can be learned by simply asking the question. Moreover, as Mike Murdock would say; the seed for an answer is a question.

While seeking to understand why team members may not be responding to feedback, it is equally important to understand if the team members know the why behind the needed change.

Create a safe, supportive environment for having an open conversation. Instead of reiterating feedback, try to understand their perspective and barriers to changing. Be empathetic, actively listen, validate their feelings, and collaborate on steps to implement change. This approach builds trust, helping your colleague become more receptive to feedback.

Having an open dialogue where it is safe to express oneself is vital. I have had leaders tell me, "I have told them over and over to do X." My first response is, how is that working out for you? Change your approach. Instead of telling, ask what is preventing you from doing X? You can derive more from listening to their perspective.

“Feedback is the breakfast of champions.” – Ken Blanchard As a personal stylist and Master Professional Coach, I've learned that life--and feedback--is DEFINITELY not a one-size-fits-all experience. * Adapt your communication style: some people respond better to direct feedback, while others need a more supportive approach. * Understand their perspective: engage in a dialogue to understand their challenges and motivations. This shows that you care about their growth. * Explain how the feedback will help them improve and succeed. Connecting feedback to their personal goals can increase receptiveness. When all else fails, be clear about the consequences of their continued refusal to implement feedback to avoid confusion down the road.

Tone is everything. Are you providing feedback to help someone grow or are your words accusatory that immediately put one on the defense? If you want a change in behavior you must first show you care about the person.

To effectively communicate with a team member who consistently ignores feedback, setting clear expectations is crucial. Begin by outlining specific goals and performance standards clearly and concisely. Ensure the feedback provided aligns with these expectations and is communicated in a constructive and supportive manner. Encourage open dialogue to understand any challenges or misunderstandings they may have regarding the feedback. Establish a feedback loop where progress is regularly reviewed and adjustments can be made as necessary. By setting clear expectations and maintaining consistent communication, you create a framework for accountability and improvement, fostering a more receptive attitude towards feedback over time.

Sometimes, it's just not the right fit, and admitting that can be difficult. I once had a student worker who struggled with the team and the feedback they received. Over the course of a year, we saw no improvement. However, after leaving and starting a new job, they are now thriving. It wasn’t an issue with leadership or the team; they simply needed a complete change in their career path to find happiness and success.