How do you address performance issues with a team member who is defensive and resistant to feedback?

Providing feedback to a team member who is defensive can be quite a challenge. However as we provide specifics about the areas that needs focus & improvement, we can help the team member see things differently. However if one has to get the team member to work on the feedback, building Trust in the relationship is very critical. As you work along the trust factor one will surely see the team member being more receptive & open for the feedback. Time is another factor that will help in this journey. Another aspect is that feedback should be provided then & there so that the team member can relate to the feedback & act on it.

I agree, and building this conversation on the foundation of trust would make it mush easier to drive the message and performance- one of the key for any and every equation.

Behavior is more important than performance. If you have someone with a similar attitude in your company, then you should start by working on enhancing and improving either your recruitment process or your company culture: 1. If such an attitude is present without any valid reason, then I regret to inform you that you hired the wrong person. Always hire for attitude and teach for skills. 2. If the employee's behavior changed over time, check for underlying issues such as not recognizing high performers, unfair treatment of employees, or not applying the same procedures to all employees. Usually, in such cases, the employee's performance declines due to low morale, which is the result of the previously mentioned issues

Start with private, one-on-one conversations to create a safe space. Focus on specific behaviors or outcomes rather than personal traits. Use examples and data to illustrate concerns objectively. Listen actively to their perspective to understand their point of view. Offer constructive feedback and suggest actionable steps for improvement. Emphasize support and development opportunities rather than punitive measures. Follow up consistently to monitor progress and provide ongoing feedback. Document discussions and agreements to ensure clarity and accountability.

In my view, these 5 steps can be taken to deal with a feedback-resistant person: 1. Review the historical performance track record of the individual. 2.Understand external factors like market data or any internal situations that might have impact on his performance or behavior. 3. Connect with the person and ask for his opinion /views on current performance. 4. Encourage him to share thoughts on how he can improve his performance. 5.Ask if any help needed but refrain from giving your own views . Just listen and build trust. If the person is not ready to accept poor performance or is consistent poor performer then try to agree time bound KPIs with performance review dates fixed. In this scenario have concise discussions with the person.

Feedback is best accepted when you are invested in the well being or development of your team member. It is imperative that feedback is provided then and there. When timed right the impact of the feedback is high as the team member can retain it and work on it.

Choose the Right Setting Actionable Step: Ensure the conversation happens in a private and comfortable setting where the team member feels safe and respected. Personal Experience: I found that having these discussions in a neutral, private space rather than my office helped reduce the power dynamic and made the team member more comfortable.

One thing I have always found helpful is that when using objective facts to provide feedback, it is imperative to employ the sandwich method to facilitate a constructive conversation. This approach involves placing specific, fact-based observations between layers of positive reinforcement and supportive guidance. When you adopt this approach, you create a safe and receptive environment, reducing the likelihood of defensiveness and fostering a willingness to accept and act on constructive feedback.