Here's how you can provide feedback to change-resistant employees effectively.

You can't overwrite resistance by forcing someone to change; the resistance will only become stronger and add resentment toward you. Being empathetic and curious about this resistance and exploring it is the best way to find out where your teammate's and your interests intersect. Finding commonalities and working with them will help get your teammate on board.

Choose the Right Time and Place Schedule a private meeting where the employee feels comfortable and secure. Make sure you both have enough time to discuss the issue without interruptions or distractions.

Digging into the roots of resistance requires a blend of empathy and strategy. Start by actively listening to your employees’ concerns during one-on-one sessions. Ask probing questions to uncover the true source of their resistance. Once you understand the 'why,' you can design a tailored approach to address each concern individually. For instance, if the resistance stems from a fear of failure, provide additional training and support. This not only shows that you value their well-being but also that you're committed to their growth. Tailoring your approach in this way transforms resistance into an opportunity for growth.

Start with Positives Begin the conversation by acknowledging the employee's strengths and accomplishments. This helps to build trust and creates a positive tone for the discussion.

Customizing feedback for each employee demonstrates a deep level of respect and commitment to their individual growth. For data-driven individuals, use specific metrics and clear examples to highlight areas of improvement. For those who thrive on encouragement, mix in positive reinforcement with constructive criticism. This method not only lowers defenses but also enhances the effectiveness of your feedback. Actionable Step: Develop a feedback template that includes space for both data points and motivational statements tailored to each employee's personality. Use this template consistently and adjust based on the results and feedback you receive from your team.

O tempo para aplicar um feedback é fundamental, e aqui precisa ser analizado duas situa??es importantes: como lider, a recomenda??o é n?o deixar para aplicar esse feedback muito tempo depois do ocorrido; mas o bom senso e′sempre bem vindo. é muito importante que o líder acha com cautela para que essa conversa seja eficaz, agir no impulso ou no momento do estresse tando do lider como do liderado n?o surtirá o efeito esperado.

Focus on Behavior, Not Personality Clearly state the specific behavior or action that needs to change, and explain how it impacts the team or organization. Avoid generalizations or attacks on the employee's personality.

Use "I" Statements Instead of saying "you always" or "you never," use "I" statements to express your concerns. For example, "I've noticed that..." or "I feel that..."

Aplicar um feedback nunca foi uma tarefa facil. Por isso a técnica sanduíche é muito utilizada pela lideran?a que atua de forma mais humanizada. Essa técnica consiste em aplicar primeiro o refor?o positivo sobre o liderado, apontar o que esta fora do padr?o e pedir sugest?o de melhorias buscando as respostas do próprio liderado e por fim fechar a conversa também com um refor?o positivo.

Listen Actively Allow the employee to share their perspective and listen actively. Ask clarifying questions to ensure you understand their point of view.

N?o tem como dar errado se você como lider souber conduzir uma dialogo assertivo. Na verdade a habilidade de comunica??o vai muito além da mensagem que foi enviada, mas sim de como esta mensagem esta sendo recebida.

Provide Clear Expectations Clearly outline the expected changes and provide specific examples. Make sure the employee understands what they need to do differently.

Try to positively impact the lives of everyone you communicate with. ? Never criticize publicly. It's always better to keep the conversation private. ? Don't criticize a person, criticize their behavior. Don't make her feel like it's personal. Just point out the mistakes in their work. ? Suggest solutions to the problem. It's a practical way to soften criticism and resolve the situation. ? Be mindful of your body language. maintain an open posture, eye contact, and calmness. ? Avoid using "BUT". A positive message can't save the day; it fades away after people hear the "but." Make sure that your FEEDBACK is not just a criticism, but a gesture of support to grow and improve.

Offer Support and Resources Offer support and resources to help the employee make the necessary changes. This could include training, coaching, or mentoring. AND Follow Up Schedule a follow-up meeting to check on the employee's progress and provide feedback. This demonstrates your commitment to their growth and success.