What do you do if a project team member becomes defensive during a performance evaluation?

I address defensiveness during performance evaluations by listening empathetically, providing specific examples, and focusing on solutions. I offer support and encourage self-reflection. If the behavior persists, I address it directly, seeking to understand underlying concerns and finding resolutions collaboratively.

-If the evaluation is being conducted face to face, try mimicking body gestures of the other person. For instance, if the team member crosses a leg, you cross the same leg the same way. This creates a subconscious feeling of empathy. -If the evaluation is being performed remotely (also works presentially), first active listening, don't interrupt, let him/her finish, and then paraphrase the key ideas of the speech, saying something like "okay, let me check if I understood correctly, what you're saying is .....). That's very useful to make the other person feel that's being heard, and that you're willing to help.

If a team member becomes defensive during a performance evaluation, prioritize active listening. Allow them the space to voice their concerns without interruptions. This approach not only shows respect for their feelings but also offers insights into their defensive behavior. Understanding their perspective enables you to tailor your responses effectively, addressing the issues at hand. The aim is to foster constructive dialogue aimed at growth and improvement, rather than focusing on winning an argument.

Realice la evaluación de desempe?o en un entorno confidencial para garantizar que el empleado se sienta más cómodo. Resalte que la evaluación se trata de problemas de desempe?o específicos. Anime al empleado a autoevaluarse antes de compartir su evaluación. Practique la escucha activa, use preguntas abiertas y proporcione preguntas específicas.

Maintaining calm is essential when facing defensiveness. Reacting with frustration or anger could worsen the situation. Aim for an even tone and open body language, indicating that your goal is to aid their development, not to criticize. A calm approach tends to encourage a similar response, facilitating a constructive dialogue. This setting can lead to more effective communication and mutual understanding, helping to address the underlying issues more productively.

Reframing feedback can be effective when encountering defensiveness. Focus on growth opportunities and the value of their contributions, rather than what went wrong. Provide specific examples to support your points, steering clear of generalizations that might feel like personal attacks. Presenting feedback positively helps team members see evaluations as instruments for professional development, shifting the perspective from criticism to constructive dialogue aimed at enhancing skills and performance.

Transforming defensiveness into a positive action plan involves collaboratively setting goals with the team member. Engage them in defining their own objectives and discuss how you can support their achievement. This approach promotes a sense of personal investment in their development and aligns their goals with the project's requirements. Setting goals together shifts the focus from past issues to future achievements, offering a constructive pathway towards improvement and success.

Following up after the evaluation is crucial to demonstrate your commitment to the team member's development, showing that the performance review is part of an ongoing dialogue, not an isolated event. Schedule regular meetings to discuss their progress and any additional support they might require. This consistent engagement reinforces the notion that performance improvement is a continuous journey, and you're there to support them throughout this process, highlighting your dedication to their growth and success.

Offering the right support is key to helping a team member meet the goals established during their evaluation. Whether it’s through additional training, more resources, or mentorship, providing targeted assistance underlines your commitment to their growth and affirms the value of their role in the team. Ensuring that team members feel adequately prepared to address the challenges highlighted in their evaluations can significantly diminish defensiveness and boost their motivation, fostering a positive environment for development and progress.