Your team member keeps brushing off feedback. How can you get them to listen and improve?

The way (including tonality) feedback is given matters much more than the actual feedback. - Gain trust - Make them believe that the feedback is for their betterment. - Listen to them and create an environment where they feel safe to speak. Act on their concerns first, let them see that you are ready to go an extra mile to help them perform their best. - Give clear feedback alongwith examples so that they understand where exactly they are going wrong, assure them of your constant support as they work on these improvement areas. - Set clear tasks that can be achieved in a month's time and connect again to discuss progress. Appreciate smaller steps/changes but communication clearly if the progress does not meet expectations.

In my experience, give them the feeling of ownership, make them accountable for deliverables, trust , transparency and accountability will make them more connected with you , and finally recognition is the key to get the respect

In my experience one of the reason of such behavior can be lack of understanding. So I would start from asking an employee for the reason, question if everything is clear and and ask for the plan how to use feedback for improvements. I would also explain how important the change is, as well as ask how in the future we can make communication more effective.

You have to create a SAFE environment for the team member to feel respected and seen. Listen without interrupting. Suspend judgment and help them understand how their behavior affects the team. Understanding their viewpoint could provide insights still unseen. Model the behavior by demonstrating your own openness to feedback. Provide specific examples focusing on the action, not the person. Help them see the bigger picture and ask them to reflect on their strengths. This discussion is designed to guide their professional and personal improvement journey. Provide necessary support or training for the behavior you're asking to be modified.

It's crucial to consider that your team member might not understand the importance of feedback or how it can help them grow/improve. This lack of understanding can lead to feedback being brushed off or dismissed. To address this, you could try explaining the purpose of feedback & clearly communicate how feedback can help them learn, develop new skills/achieve their goals. Emphasizing the value of growth mindset: Encourage your team member to embrace a growth mindset, recognizing that feedback is an opportunity for growth and improvement. By addressing the root cause of the issue & helping team member understand the importance of feedback, you can create a more receptive & open mindset, fostering a culture of continuous learning/improvement

Para que a comunicação seja clara é importante o líder ou superior converse em uma linguagem que o seu colaborador ou subordinado entenda. Pois, dependendo do grau de instrução e formação do colaborador, seja efetivo utilizar analogias com objetos e materiais da rotina do seu funcionário, como exemplo: o funcionamento de um carro. Aonde temos várias peças ajustadas e reguladas para que o motor tenha o melhor desempenho; assim como o conjunto do motor precisa ter sinergia com o conjunto elétrico, mecânico dentre outros, que ao final formarão um carro completo.

Clear communication is key to getting a team member to listen and improve when they brush off feedback. Start by expressing the importance of feedback in achieving shared goals and personal growth. For example, say, "Your input is vital for our team's success, and I value your perspective." Provide specific, constructive feedback with actionable steps for improvement, ensuring clarity and relevance. Encourage an open dialogue where they can share their thoughts and concerns. Follow up consistently to monitor progress and offer support. By fostering a culture of transparent communication and mutual respect, you can empower team members to actively engage with feedback and continuously enhance their performance.

The best way to create successful clear communication is to understand HOW your team member communicates best. Not everyone can or will take in all the information they are presented with verbally - they may need to be given a written copy to go through and understand, and time to allow them to consider their replies, they may want to split meetings into 2 so that they can take time in the middle to sit with the feedback and come up with questions. The best way to communicate with someone is the way that is best for them, not you.

To make your team listen, focus on creating a culture of open and respectful communication. Start by actively listening to your team members, demonstrating that their input is valued and respected. Clearly communicate your expectations and the importance of mutual respect during discussions. Use active listening techniques, such as paraphrasing and summarizing, to show understanding and encourage others to do the same. Foster an inclusive environment where everyone feels safe to voice their opinions without fear of judgment or reprisal. Regularly seek feedback and act on it, showing that you take their contributions seriously. Lastly, lead by example, consistently demonstrating attentive listening.

When feedback resistance is addressed, positive reinforcement may have a big impact. Commence by recognizing and applauding the accomplishments and skills of your team members. Show them how these admirable qualities can assist in addressing areas that require development. This method increases their self-assurance and cultivates a more open-minded attitude toward criticism. By providing both positive and constructive feedback, you may help them develop a growth attitude and increase their willingness to learn and progress. This tactic places more of an emphasis on growth and support than it does on faults.

Positive reinforcement can effectively encourage a team member to listen and improve when they brush off feedback. Acknowledge their strengths and efforts first, reinforcing their value to the team. For example, say, "I appreciate your dedication and expertise in handling recent challenges." Then, gently address the feedback issue, emphasizing growth opportunities and shared goals. Offer praise and recognition when they demonstrate improvement, such as, "Your attention to detail in the latest project review shows great progress." Celebrate milestones and provide ongoing support to maintain motivation and foster a constructive feedback loop. This approach reinforces positive behaviors and encourages continuous learning and development.

Acredito se seja muito importante ao querer aplicar um feedbacks elencar os pontos positivos do colaborador, e enaltecer sua contribuição, pois muitas vezes ele é o melhor na atividade porém possui dificuldades em outras áreas na qual precisará se desenvolver.

Providing feedback on others' feedback can be incredibly helpful. This interaction not only sustains the feedback loop but also fosters individual and organizational growth. By creating an open and receptive environment for feedback, we can strengthen a culture of continuous learning and development. This approach makes everyone in the organization more accountable and engaged, paving the way for better improvement.

The key word here is “achievable,” it’s important that you don’t create more problems than you are trying to solve. The goal setting discussion should not be candid and both people should leave with a clear understanding of what’s to be done and how.

Take actionable steps focused on communication and improvement. Start by scheduling a private meeting to discuss specific instances and their impact. For example, say, "I've noticed you've been dismissing feedback during our meetings. Let's talk about how we can work together to improve this." Clearly outline expectations and provide concrete examples of desired behaviors. Collaboratively set achievable goals for listening actively and implementing feedback. Follow up regularly to assess progress and offer support as needed. By fostering accountability and providing clear, actionable steps, you empower the team member to actively engage with feedback and contribute positively to team goals.

With actionable steps it is also important to discuss if the team member feels confident to action upon the steps and the support required. It is also important that the member sees value in taking actions and the efforts are acknowledged.

Schedule regular one-on-one sessions to revisit previous discussions and assess progress. For instance, say, "Let's review the feedback we discussed last time and see how things have been going." Provide constructive feedback on their efforts and acknowledge improvements. Reinforce the importance of active listening and responsiveness to feedback in achieving team goals. Use these meetings to offer ongoing support, clarify expectations, and adjust strategies if needed. By maintaining consistent communication and follow-up, you demonstrate commitment to their growth and encourage a culture of continuous improvement within the team.

Acredito que o acompanhamento ele possa ser personalizado ao seu funcionário, pois tem perfil de funcionário que prefere e tem melhor desempenho com feedbacks diários (conforme a falha acontece), outros preferem que haja reuniões períodicas, outros por sua vez preferem reuniões com maior espaçamento e outros preferem em modalidade virtual. Quando o superior identificar ou mesmo perguntar ao funcionário qual a melhor forma de conversa com ele, ele irá se sentir mais preparado a absorver as informações pois ele se sente em uma situação mais confortável, por fazer parte do processo.

Self reflection is a critical path for learning and evolving. While it is good to hear both positive and constructive feedback from others, it's important to also look inwards and truly understand yourself from your perspective. And it's also the only way to overcome imposter syndrome - when you realise that you ARE good at what you do, then it opens your confidence and removes inhibitions, empowering you to go even further...

The End Result: The result or outcome of an event or action(somewhat rare) Something made, achieved or produced through effort. A final part of something, especially a period of time, an activity, or a story. A tally of something. The principle on which an idea, activity or process is based of an individual or an organization for that matter.

Delivery: it’s not what you say, but how you say it; as well as when and where you deliver the feedback. Consider the delivery mode, consider the time of day, consider how you frame the delivery of the feedback and the messenger.

Oftentimes feedback may fall short of expectations and be easier to brush off when a clear “ask” has not been made that accompanies the awareness of one’s impact. Feedback should always be grounded in behavior change and avoid encroaching upon identity or value systems as much as possible in order to be received. Clear communication coupled with clear expectations going forward need to be made, including on how feedback will be given should those expectations fall short. When feedback is given that is alignment with individual, team or project goals, it’s easier to point out the unhelpful behavior and redirect. Clear is kind.

Trust is the sinew of all good organizations, make sure people around you can count on you to care for the team, the organization, and their success and your feedback will go further.