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How do you overcome feedback resistance?

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Feedback resistance is a common challenge for managers who want to improve their team's performance and development. It refers to the tendency of some employees to reject, ignore, or resist constructive feedback, even when it is delivered in a respectful and supportive way. Feedback resistance can undermine the effectiveness of performance management and create frustration and conflict in the workplace. How can you overcome feedback resistance and foster a culture of feedback acceptance and learning? Here are some tips to help you.

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Adefunke Adetule, ACIPM

Human Capital Management | Expert in Strategic Planning, Process Optimization & Organizational Efficiency | HR Audit…

1 Understand the causes

The first step to overcome feedback resistance is to understand why some employees may react negatively to feedback. There are many possible causes, such as fear of failure, lack of trust, low self-esteem, defensiveness, or misunderstanding. Try to empathize with the employee's perspective and emotions, and avoid making assumptions or judgments. Ask open-ended questions to explore the root of the resistance and show genuine interest and curiosity.

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2 Tailor your approach

The second step to overcome feedback resistance is to tailor your approach to the employee's personality, preferences, and needs. Some employees may prefer direct and specific feedback, while others may need more praise and encouragement. Some may welcome feedback in public, while others may feel more comfortable in private. Some may respond well to feedback delivered in the moment, while others may need more time to process and reflect. Adapt your feedback style and frequency to suit the employee's feedback readiness and receptivity.

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3 Focus on the positive

The third step to overcome feedback resistance is to focus on the positive aspects of feedback and its benefits for the employee. Feedback is not meant to criticize or punish, but to help the employee grow and improve. Emphasize the strengths and achievements of the employee, and frame the feedback as an opportunity to learn and develop new skills and competencies. Use positive and constructive language, and avoid blaming or shaming. Express your confidence and support for the employee, and acknowledge their efforts and progress.

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4 Involve the employee

The fourth step to overcome feedback resistance is to involve the employee in the feedback process and make it a two-way dialogue. Feedback should not be a one-sided lecture, but a collaborative conversation. Invite the employee to share their own feedback, opinions, and perspectives, and listen actively and attentively. Ask for their input and suggestions on how to address the feedback and improve their performance. Encourage them to set their own goals and action plans, and offer your guidance and resources.

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Adefunke Adetule, ACIPM

Human Capital Management | Expert in Strategic Planning, Process Optimization & Organizational Efficiency | HR Audit and Advisory | Tech Recruitment | Talent Management |
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Importantly, acknowledge and validate emotions. Understand that receiving feedbacks can be challenging for some individuals. So it is crucial to acknowledge their emotions and validate their feelings to create a more receptive atmosphere.

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5 Follow up and reinforce

The fifth step to overcome feedback resistance is to follow up and reinforce the feedback and its outcomes. Feedback is not a one-time event, but an ongoing cycle. Check in regularly with the employee and monitor their progress and performance. Provide consistent and timely feedback, and celebrate their achievements and improvements. Reinforce the positive impact of feedback on their performance and development, and appreciate their willingness and openness to receive feedback. Seek feedback from the employee on how you can improve your feedback delivery and relationship.

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6 Model feedback behavior

The sixth step to overcome feedback resistance is to model feedback behavior yourself and set an example for your team. Feedback is not only for employees, but for managers as well. Show that you value and seek feedback from your team, peers, and superiors, and that you act on it and learn from it. Demonstrate that you are open and responsive to feedback, and that you appreciate and respect different opinions and perspectives. Create a feedback culture in your team, where feedback is expected, accepted, and appreciated by everyone.

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Adefunke Adetule, ACIPM

Human Capital Management | Expert in Strategic Planning, Process Optimization & Organizational Efficiency | HR Audit and Advisory | Tech Recruitment | Talent Management |
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Celebrate feedback-driven success. Recognize and celebrate instances where feedback has resulted in positive outcomes, such as process improvements or increased team collaboration. This reinforces the value of feedback.

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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?

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How do you overcome feedback resistance?

1

2

3

4

5

6

7

1 Understand the causes

2 Tailor your approach

3 Focus on the positive

4 Involve the employee

5 Follow up and reinforce

6 Model feedback behavior

7 Here’s what else to consider

Performance Management

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How do you overcome feedback resistance?

1

2

3

4

5

6

7

1 Understand the causes

2 Tailor your approach

3 Focus on the positive

4 Involve the employee

5 Follow up and reinforce

6 Model feedback behavior

7 Here’s what else to consider

Performance Management

给文章评分

感谢您的反馈

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