How do you get honest feedback from resistant employees?

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Feedback is essential for effective employee training, but not all employees are willing to share their opinions, concerns, or suggestions. Some may fear negative consequences, lack trust in the process, or feel disengaged from the organization. How do you get honest feedback from resistant employees and use it to improve your training programs? Here are some tips to help you overcome the barriers and create a culture of feedback.

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Neha Yadav

Learning/People & Culture/Well-Being
Ifeyinwa Chime, MBA
Ian O'Callaghan FREC

CEO & Founder Of Olympus Talent | Deel Recruitment Partner | Global Talent Acquisition Leader | Scaling Businesses…

1 Build rapport and trust

Before you ask for feedback, you need to establish a positive and respectful relationship with your employees. Show genuine interest in their work, goals, and challenges, and acknowledge their contributions and achievements. Communicate openly and honestly, and avoid making assumptions or judgments. Demonstrate that you value their input and that you are willing to listen and act on it. Trust is the foundation of honest feedback, so make sure you earn it and maintain it.

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Neha Yadav

Learning/People & Culture/Well-Being
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> Create a safe and open environment where employees feel comfortable sharing their thoughts without fear of repercussions. > Demonstrate genuine interest in their perspective by actively listening, asking clarifying questions, and showing empathy. > Provide multiple avenues for feedback, including anonymous surveys or suggestion boxes, to encourage honest input.

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Ian O'Callaghan FREC

CEO & Founder Of Olympus Talent | Deel Recruitment Partner | Global Talent Acquisition Leader | Scaling Businesses Worldwide | Payroll, HR & Finance Specialist For Over 26 Years | Recruiting In EMEA, NA, LATAM, & APAC
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From my experience, in simple terms, I have always reached for the heart before reaching for the hand. All feedback, good or bad is great feedback and a source of learning and growth both individually and for the team. I have recently created a 360 degree feedback loop for a global business, utilising anonymous feedback surveys and team NPS surveys so that different teams can rate the effectiveness of the interaction between departments and country locations. This boosted communication and improved collaboration across the company which had a knock on effect to morale and retention.

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Mohammad Danish Elam

Passionate About People and Health
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establishing a perspective on building rapport and trust for effective feedback in the workplace is essential. When you prioritize creating positive relationships with your employees, you lay the groundwork for open communication and collaboration. It's like nurturing a garden - by tending to the soil and plants (your relationships), you can expect a bountiful harvest (constructive feedback). Trust is the sunlight that allows this garden to thrive; without it, growth is stunted. Therefore, investing in rapport and trust is an investment in the overall success and growth of your team or organization.

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2 Explain the purpose and benefits

Employees may resist giving feedback if they don't understand why it is important or how it will benefit them. Explain the purpose and objectives of your training programs, and how feedback will help you measure their effectiveness and identify areas for improvement. Emphasize the benefits of feedback for both the employees and the organization, such as enhancing their skills, performance, and satisfaction, and aligning their training with their needs, expectations, and goals. Make feedback a part of your training culture, and show how it can lead to positive outcomes and opportunities.

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3 Provide multiple and anonymous options

Not all employees are comfortable giving feedback in the same way or at the same time. Some may prefer to speak face-to-face, while others may opt for written or online methods. Some may want to give feedback immediately after the training, while others may need more time to reflect and process. Provide multiple and diverse options for employees to give feedback, and allow them to choose the one that suits them best. Also, respect their privacy and anonymity, and assure them that their feedback will be confidential and will not affect their evaluation or status.

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4 Ask specific and open-ended questions

The quality of your feedback depends largely on the quality of your questions. Avoid asking vague, general, or yes/no questions that may elicit superficial or biased responses. Instead, ask specific and open-ended questions that encourage employees to elaborate, explain, and share their thoughts and feelings. For example, instead of asking "Did you like the training?", ask "What did you learn from the training?" or "How will you apply what you learned to your work?". Focus on the content, delivery, and impact of the training, and avoid personal or irrelevant topics.

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Ben Collier

?? Apps that close the gaps with your frontline teams ?? Internal Comms | Learning | Training Needs | Co-founder at Ocasta
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Framing questions so they aren't coming directly from the employee helps them feel like they're sharing a different viewpoint, which can make them feel less resistant - "As an outsider looking in, what do you think we could do differently with our training?"

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5 Acknowledge and act on feedback

One of the main reasons why employees resist giving feedback is that they feel it is ignored or dismissed. To avoid this, you need to acknowledge and appreciate their feedback, and show them that you take it seriously and use it to improve your training programs. Thank them for their time and effort, and summarize the main points and themes of their feedback. Share the results and actions taken based on their feedback, and explain how they will benefit from them. Also, follow up with them and ask for their feedback again, to show that you value their ongoing input and involvement.

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Ifeyinwa Chime, MBA
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The employees are most likely resistant for a reason!!! So, it's time to show empathy and create an atmosphere of trust to build the right relationship to foster honest feedback. > establish an open-door policy where employees feel comfortable approaching with concerns or feedback. > assure employees that their feedback will be treated with confidentiality. > show genuine interest in their perspective and avoid making assumptions or judgments. > avoid leading questions that suggest a particular answer. > Ask open-ended questions that encourage employees to share their thoughts and feelings. > Listen actively as well and act on feedback. Thank you

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6 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?

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How do you get honest feedback from resistant employees?

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1 Build rapport and trust

2 Explain the purpose and benefits

3 Provide multiple and anonymous options

4 Ask specific and open-ended questions

5 Acknowledge and act on feedback

6 Here’s what else to consider

Employee Training

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