What do you do if an employee reacts strongly to feedback?

Firstly, acknowledge their emotions and give them a moment to calm down. If the employee becomes defensive, try to understand their perspective and validate their feelings. If the employee expresses anger or frustration, remain calm and composed. Let them vent if necessary.

Handling strong reactions to feedback is a delicate task. I prepare by writing down my discussion pts and rationales in advance. This ensures I stay focused & clear about the reasons behind the feedback. I avoid taking initial reactions personally, recognizing that such responses often stem from deeper, ongoing issues. To facilitate a constructive process, I typically split the feedback into two parts. The first conversation is where I provide the feedback, and the second, "Part B," allows the employee time to process and reflect. This second meeting is crucial for discussing not only the feedback itself but also their reaction to it. I have found this approach leads to healthier working relationships within the organization, overall.

It is important to maintain a calm manner during this case, this will help in de-escalating the situation. Allow the employee to fully express his/her thoughts and feelings. Give them the space to speak it out but set reasonable limits to ensure the conversation doesn't turn out of control. Once the employee expresses his/her perspective, take the time to understand the reason behind their strong reaction. Take the time to explain the reasoning and rationale behind this action or decision. Help the employee understand the purpose and context of the feedback & engage him/her to think how to manage this situation in a light way.

If someone react to feedback it's important to stay calm and composite. One should see the other side of the coin. Feedback should be given and then you should coach the employee as well on it as feedback is the part of coaching.

Active listening is paramount when an employee receives constructive feedback. It involves not just hearing the words being said but also understanding the underlying message and demonstrating genuine engagement. By actively listening, an employee acknowledges the feedback, seeks clarification if needed, and shows a willingness to learn and improve. This not only fosters a culture of open communication but also enhances the effectiveness of the feedback process, ultimately leading to personal and professional growth for the individual and the organization as a whole.

Active listen should be the crux of the whole feedback change. If you start with probing questions and making it a conversation; it shows you that you empathize with the employee. Continue asking questions and provide feedback.

Listening will eventually make the employee to get calm on his own there on one can understand what the person has gone through and what kind of support is required this will work out in the favour of both the parties.

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It's essential to practise active listening. This means giving them your full attention, nodding and maintaining eye contact to show you are engaged. Allow them to express their thoughts completely without interrupting. Reflect back what you've heard to confirm understanding, such as, "It sounds like you feel..." This helps clarify any misunderstandings immediately and shows that their feelings are acknowledged. Ask open-ended questions to encourage them to elaborate and express more about their feelings and perspectives. This approach not only helps de-escalate emotions but also demonstrates respect and care for their viewpoint, fostering a more open and constructive dialogue.

Begin by reassuring them that the feedback is meant to support their growth and improvement, not to criticise or belittle. Explain clearly that the purpose is to help them understand how they can develop their skills and contribute more effectively to the team. It might be helpful to specify that the feedback is based on observable behaviours and outcomes, rather than personal attributes. Reinforce the idea that your goal is constructive and focused on positive outcomes, which can help the employee see the feedback as an opportunity for professional development rather than a personal attack.

clearly explain the purpose of the feedback, emphasizing that it is intended to support their growth and development. Provide specific examples to illustrate your points and ensure clarity. Encourage open dialogue by inviting the employee to share their perspective and thoughts on how to address any concerns. Reiterate your commitment to their success and offer support in implementing any necessary improvements. By clarifying your intent with compassion and transparency, you can foster a more constructive and collaborative approach to feedback discussions.

I like to approach feedback as “buzz” as in I heard this and want us to get in front of it, and not behind it. I heard this, this is why it’s an issue, now how do we manage the perception? It should always be a conversation, never an attack, and an open dialogue

Taking the time to explain the intent helps de-escalate. Make sure you come from a place of concern and not judgement. Explain your intentions and motivations are in the best interest of your employee but do not be afraid to hear someone out and admit fault. Remember this process is relationship building and your intention is not only to strengthen the relationship with boundary partners but your direct reports too.

Positive or negative feedback, should be accompanied by support systems. One need to be prepared earlier with potential reactions by the employee. For positive feedback, encourage the employee to grow further with incentives while for negative ones, find out/offer what kind of help they need to overcome the shortcomings.

Start by reassuring them that the feedback is intended to help them grow and succeed within the organisation. Offer to discuss specific examples and provide clear, actionable advice on how they can improve. It's also beneficial to ask them what support they need to achieve these improvements, whether it's further training, more frequent check-ins, or additional resources. By showing a willingness to assist in their development, you help foster a trusting relationship and a positive environment where feedback is seen as valuable and empowering.

Support should be mandatory for any feedback. This is great! How can I help to make this the standard or take it to the next level? This wasn’t so great, we all have bad moments and bad days. What can I do to support a better experience for you and our customers? This is leadership!

Providing support can look differently. Outside of providing moral support: offer up different resources you can help strengthen your employees. Do not be afraid to share internal learning, books, courses, etc. Investing time and resources helps people invest back in the organization.

Planning next steps is crucial to turn the situation into a constructive development opportunity. Start by calmly discussing specific, achievable objectives to address the areas highlighted in the feedback. Work together to set realistic timelines for these improvements, ensuring the goals are clear and measurable. It’s beneficial to schedule regular follow-up meetings to review progress, providing ongoing support and adjustment to the plan as needed. This structured approach shows commitment to their growth and helps the employee focus on positive change rather than feeling overwhelmed or defensive.

I think this is the stage where leadership should be the most human. No one wants to hear they’re not doing well. Asking them to come up with a plan on the spot is not setting anyone up for success. Provide feedback during a regularly scheduled time with your employee and then give them the rest of the day to come up with a plan or ask them how much time they will need to come up with it. Decide together on when you will meet next, and in that meeting decide together on the timeline and frequency. This is a journey not a destination!

Don’t take it personal and make sure you are presenting facts with tangible action items that will facilitate the improvement of the employee’s performance.