What do you do if a team member is resistant to constructive feedback?

Before giving feedback, think about why the person might not like it. They could feel unsure, fear failure, or have different views. Understand their feelings, create a safe space, then give feedback kindly.

Understanding the underlying reasons behind a team member's resistance to feedback is crucial before providing it. Factors such as low self-confidence, fear of failure, or past negative experiences can influence their reaction. By empathizing with their perspective and acknowledging their feelings, you foster a safe space for constructive feedback. For instance, in a clinical laboratory setting, acknowledging a technician's fear of making mistakes can lead to more effective feedback sessions, improving overall performance and morale.

I think the most important thing when someone resists feedback, is to focus on empathy. Ask open-ended questions to understand their concerns. Frame your feedback as a positive suggestion for improvement, highlighting how it benefits the team or project.

Timing and setting play pivotal roles in delivering feedback effectively. Opt for moments when team members are composed, receptive, and not overwhelmed by stress or emotions. Avoid public settings to prevent embarrassment and ensure privacy. In a clinical laboratory, for instance, scheduling feedback sessions during quieter periods allows for focused, one-on-one discussions, fostering a supportive environment conducive to growth and development.

Timing and setting matter for feedback. Choose calm, focused times. Avoid public feedback; use private, comfortable settings for constructive conversation without distractions.

Establishing the appropriate environment for feedback is crucial for its receptivity. Selecting a moment when the team member feels at ease and receptive ensures that our message is received with openness and clarity. This thoughtful consideration of timing and setting fosters an atmosphere conducive to growth and development.

When delivering feedback, precision and clarity are key. In a clinical laboratory, for instance, instead of simply stating, "Your performance needs improvement," provide specific examples such as, "Your pipetting technique during PCR could be more consistent. This affects the accuracy of our results." Offering actionable suggestions and recognizing strengths, like meticulous record-keeping, fosters a constructive dialogue and motivates improvement. This balanced approach ensures team members feel valued and empowered to enhance their skills effectively.

I should be clear in feedback: specify improvements, why they matter, and how to achieve them. Use examples, be fair, and recognize strengths. This fosters motivation and reduces defensiveness.

Feedback is a two-way conversation. Listen to their thoughts, ask open-ended questions, and validate their feelings. Show I care and address any concerns or misunderstandings. This builds trust and rapport.

Actively listening to the team member's perspective demonstrates respect and validates their experiences. Engaging in an open dialogue encourages trust and mutual understanding, laying the groundwork for constructive collaboration. By embracing diverse viewpoints and perspectives, we enrich our collective wisdom and drive innovation.

Active listening is always the best thing to do in this situation. It helps the other person feel heard, understood, and valued!

Feedback is continuous, not a one-time thing. Follow up, monitor progress, and offer support and recognition. Ask for their feedback too, to improve my own feedback skills too. This fosters a culture of growth and learning.

Consistent follow-up demonstrates our commitment to their growth and development. Providing ongoing support, guidance, and recognition reinforces positive behaviors and encourages progress. This sustained investment in their success fosters a culture of accountability and fosters long-term professional growth and fulfillment.

Si un miembro del equipo no admite comentarios constructivos algo hemos hecho mal, no solo pongamos el foco en la persona, analicemos que es lo que le lleva a ello, puede ser el propio equipo, nosotros como líderes o la cultura de la organización. No hemos detectado cómo se ha roto el hilo y es lo primero a saber. Un paso importante es hablarlo, preguntar y escuchar, y escuchar otra vez, desde ahí, si la confianza ha sido generada, hay que buscar la solución, y no es única. Una retroalimentación continuada evitará llegar a ese punto. Si se solventa que no se nos olvide seguir con ella y comprometernos con los acuerdos alcanzados para revertir su sentir.

Encouraging them to be active participants in the feedback process promotes ownership and accountability. Collaborative problem-solving fosters a sense of shared responsibility and empowers individuals to contribute to the team's success. Together, we can navigate challenges, celebrate achievements, and create a culture of continuous improvement.