登录查看更多内容

Here's how you can address a team member who consistently ignores or dismisses your feedback.

由人工智能和领英社区提供技术支持

Effective communication is the cornerstone of any successful team. However, when feedback is consistently ignored or dismissed by a team member, it can lead to frustration and hinder progress. It's important to address this issue constructively to maintain a positive work environment and facilitate professional growth. Here's how you can approach a team member who isn't taking your feedback on board.

此文章中的业界达人

由社区从 9 条内容中精选。了解更多

1 Assess Intent

Before confronting the situation, take a moment to assess the intent behind the team member's actions. It's possible that they may not realize how their behavior is perceived, or they might be struggling with the feedback due to misunderstanding or personal challenges. By considering their perspective, you can tailor your approach to be more empathetic and effective when you do bring up your concerns.

添加您的观点

Muhammad Baseer

Technical Project Manager | Product Owner | Scrum Master | 20+ Years of Experience in FinTech, Payment Solutions, and Software Development
举报内容
Addressing a team member who consistently ignores or dismisses your feedback requires a tactful approach. First, arrange a private meeting to discuss the issue, ensuring a respectful and non-confrontational tone. Clearly explain specific instances where your feedback was disregarded and its impact on the team and project. Listen to their perspective to understand any underlying reasons. Emphasize the importance of feedback for team success and personal growth. Establish clear expectations for future interactions, encouraging open communication and collaboration. Follow up with regular check-ins to monitor progress and provide additional support if needed.

已翻译

赞
Márcia Britto

Gerente de Atendimento em PR
举报内容
A primeira coisa é entender por que alguém da equipe ignora seus comentários? No geral, isso acontece em dois momentos: no primeiro, a pessoa n?o tem interesse no trabalho. O segundo pode ser subdivido: n?o entendeu o que você indicou ou n?o entende a raz?o para fazer aquilo, podendo até achar que é um caminho ruim. é preciso descobrir a raz?o. N?o entendeu, explique de outra maneira, por vezes o que é claro para você n?o é para o outro. Na segunda possibilidade mostre o valor do que você está indicando e ou?a o que esse funcionário tem a dizer, por vezes, ele tem um caminho, diferente, mas que traz resultados. é preciso recomendar a esse funcionário que deixe claro o que pensa e n?o simplesmente ignore uma orienta??o.

已翻译

赞
Sérgio Le?nidas, CRA-SP

Gerência Monitoramento e Controle Operacional na Vivo | CRA-SP
举报内容
Avaliar a inten??o por trás das a??es de um colega é crucial para compreender o contexto e antecedentes que podem estar levando ao comportamento. Isso ajuda a abordar a situa??o com empatia e entendimento.

已翻译

赞

2 Choose Timing

Timing is everything when addressing sensitive issues. For maximum impact and openness to dialogue, choose a moment when both of you can have a private, uninterrupted conversation. Avoid times of high stress or right after a conflict, as emotions can cloud judgment and receptiveness. A calm, neutral time will foster a more productive discussion.

添加您的观点

Sérgio Le?nidas, CRA-SP

Gerência Monitoramento e Controle Operacional na Vivo | CRA-SP
举报内容
Otimizar o momento da sua abordagem pode marcar a diferen?a entre um diálogo produtivo e um mal-entendido. Escolher um momento de calma e em que a outra pessoa n?o esteja sobrecarregada é fundamental para um feedback eficaz.

已翻译

赞

3 Communicate Clearly

When it's time to talk, be clear and specific about your concerns. Use concrete examples to illustrate how ignoring or dismissing feedback is affecting the team and the individual's personal growth. Avoid generalizations or accusatory language, as this can put the other person on the defensive. Instead, focus on the behavior and its impacts, not the person's character.

添加您的观点

Lindia Jeune

Quality Assurance Specialist @ Google via Vaco | Social Media Marketing Specialist | BBA in Marketing | Minor in Communication and Media Studies | Passionate About Driving Engagement and Innovation in Digital Marketing
举报内容
When it's time to talk, be specific and clear about your concerns, using concrete examples to show how ignoring or dismissing feedback affects the team and your personal growth. Avoid generalizations and accusatory language, as this can put the other person on the defensive. Instead, focus on the specific behavior and its impacts, not the person's character. For example, you could say, "I've noticed that when I bring up a concern, it seems like my ideas are dismissed without a clear explanation. This makes me feel frustrated and unsure of how to improve our process. Could you help me understand why this is happening and what we can do to create a more open and constructive conversation?"

已翻译

赞
Sérgio Le?nidas, CRA-SP

Gerência Monitoramento e Controle Operacional na Vivo | CRA-SP
举报内容
Articular seus pontos de forma clara e direta minimiza mal-entendidos e garante que sua mensagem seja recebida conforme a inten??o. Evite linguagem ambígua e certifique-se de se expressar com assertividade.

已翻译

赞

4 Listen Actively

After expressing your concerns, give the team member a chance to respond. Listen actively to their perspective, without interrupting or jumping to conclusions. They may provide insights into why they have been unresponsive to feedback, which can help you both find a solution. Acknowledge their feelings and show that you value their input in the conversation.

添加您的观点

Sérgio Le?nidas, CRA-SP

Gerência Monitoramento e Controle Operacional na Vivo | CRA-SP
举报内容
Ouvir ativamente demonstra respeito e compreens?o, essenciais para uma comunica??o eficaz. Tome notas, fa?a perguntas esclarecedoras e mostre que você valoriza o que o outro tem a dizer.

已翻译

赞

5 Offer Support

If the team member is open to change but unsure how to proceed, offer your support. This could involve setting clear expectations, providing additional resources, or helping them develop an action plan to improve. Let them know that feedback is meant to be constructive and that you're committed to helping them succeed.

添加您的观点

Sérgio Le?nidas, CRA-SP

Gerência Monitoramento e Controle Operacional na Vivo | CRA-SP
举报内容
Mostrar-se disponível e disposto a ajudar refor?a a coopera??o e a confian?a mútua. Proponha solu??es e pergunte como você pode contribuir para a melhoria da situa??o.

已翻译

赞

6 Follow Up

Lastly, establish a plan for follow-up. Agree on specific actions and timelines, and check in periodically to discuss progress. This shows that you are invested in their improvement and ensures that the feedback is being taken seriously. Regular follow-ups also provide an opportunity to recognize improvements and address any ongoing challenges.

添加您的观点

Sérgio Le?nidas, CRA-SP

Gerência Monitoramento e Controle Operacional na Vivo | CRA-SP
举报内容
O acompanhamento após a conversa é vital para monitorar o progresso e reafirmar seu compromisso com a melhoria do relacionamento. Isso também mostra que você leva a sério a resolu??o do problema a longo prazo.

已翻译

赞

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

添加您的观点

Business Communications

+ 关注

给文章评分

我们借助人工智能创建了此文章。您认为这篇文章怎么样？

很棒不太好

举报此文章

查看全部

Here's how you can address a team member who consistently ignores or dismisses your feedback.

1

2

3

4

5

6

7

1 Assess Intent

2 Choose Timing

3 Communicate Clearly

4 Listen Actively

5 Offer Support

6 Follow Up

7 Here’s what else to consider

Business Communications

给文章评分

感谢您的反馈

更多Business Communications相关文章

更多相关阅读内容

Here's how you can address a team member who consistently ignores or dismisses your feedback.

1

2

3

4

5

6

7

1 Assess Intent

2 Choose Timing

3 Communicate Clearly

4 Listen Actively

5 Offer Support

6 Follow Up

7 Here’s what else to consider

Business Communications

给文章评分

感谢您的反馈

查看其他技能