When dealing with resistant team members during performance evaluations, start by creating a safe space for open dialogue. Focus on specific examples of their work, highlighting both strengths and areas for improvement. Use a collaborative approach by inviting their input and discussing solutions together. Keep the conversation constructive, emphasizing growth and development rather than criticism.

Being a HR, the very first impression is the tone you use while providing feedback, and this can significantly impact resistant team members. Starting the conversation with recognition of their strengths helps build rapport. Using clear and specific examples helps avoid misunderstandings, while inviting their input fosters a sense of ownership. I also find it beneficial to frame feedback in terms of future goals, emphasizing growth and support rather than criticism, which encourages a more open mindset.

To effectively provide feedback to resistant team members during performance evaluations: 1. **Stay calm and empathetic**: Acknowledge their concerns and show understanding. 2. **Be specific and objective**: Focus on facts, examples, and measurable outcomes rather than opinions. 3. **Ask for their perspective**: Encourage dialogue to understand their resistance and adjust the conversation if needed. 4. **Highlight growth opportunities**: Emphasize areas for improvement as chances for development, not criticism. 5. **Set clear expectations**: Define action steps and follow-up plans to ensure accountability.

When a team member resists feedback during a review, it's important to be understanding and work together. Start by giving clear examples of the issue without making it personal. For example, “I noticed deadlines were missed, and it slowed the team down.” Acknowledge their point of view, but shift the focus to finding solutions: “Let’s make sure we raise any issues sooner to avoid delays.” Involve them in the solution, and wrap up on a positive note: “You bring great creativity, and fixing these timelines will make your impact even greater.” Keep it kind and supportive.

To provide effective feedback to resistant team members during performance evaluations, I would use a constructive approach by focusing on specific behaviors and outcomes rather than personal attributes. I would actively listen to their concerns and involve them in the discussion to foster a collaborative environment. Finally, I would set clear, achievable goals and offer support to encourage improvement and engagement moving forward.