What do you do if your coworker is resistant to receiving constructive feedback?

Acknowledging and understanding resistance to feedback is crucial for addressing it effectively. Resistance may stem from past negative experiences, mistrust, or misinterpretation of intentions. Empathize with your coworker's perspective and validate their feelings. This fosters respect and creates an environment conducive to productive dialogue.

1. She or He needs to be Heard completely First 2. Insecurity propels resistance. She or He needs to be made secured for the Conversation. 3.Leader needs to Lead by example. As Once she or he impose faith in your Leadership,then the Leader need to demonstrate how to overcome the resistance.

Firstly, establish rapport and trust with your coworker to create an open environment for communication. Then, frame the feedback in a positive and non-threatening manner, focusing on specific behaviors or actions rather than personal attributes. Be prepared to provide examples and suggestions for improvement, highlighting the potential benefits of implementing the feedback. Additionally, actively listen to their perspective and acknowledge their feelings, validating their experience while gently encouraging them to consider alternative viewpoints. If initial attempts are unsuccessful, consider seeking assistance from a supervisor or mediator to facilitate the conversation and support both parties in finding a resolution.

If your coworker is resistant to receiving constructive feedback, first try to understand their perspective and why they might be resistant. Set a positive tone for the conversation by emphasizing the goal of mutual growth and improvement. Foster an open dialogue by encouraging questions and discussions. Offer support and specific, constructive suggestions instead of general critiques. Create a safe environment that makes it clear the feedback is aimed at behaviors or actions, not the individual personally.

Selecting the right timing is paramount for delivering feedback, especially to a resistant coworker. Choose a moment when they're likely to be receptive, avoiding periods of stress or distraction. Steer clear of immediately following setbacks, as emotions may impede communication. Opt for a calm, neutral time conducive to focused dialogue.

Clear communication is vital when delivering feedback to a resistant coworker. Specify the behaviors or outcomes you're addressing, avoiding vagueness. Use "I" statements to express your perspective without blame. For instance, "I noticed errors in this report, which could impact our project's credibility," is more constructive than blaming statements.

Be in their corner. Building someone up is more about believing they want to and are capable of growth, and less about telling them what (you think) they’re doing wrong under the guise of offering constructive feedback. The moral support can be a more powerful driver of change than all of the tips and resources you can muster.

Following up is the key to clarifying whether the feedback has been taken on board and also to lend support or guidance for them to take action on the feedback, if required. When someone is resistant to receiving feedback, there are usually personal reasons behind this and following up demonstrates empathy and acknowledgment of their feelings in this situation.

Mindful listening is one of the key in providing effective constructive feedback. It may be counter intuitive because you want to “talk” and give that feedback. However, genuinely listening to their thoughts, feelings and reflections help to create a 2 way open communication. You may be even surprised that they acknowledge their opportunity area in this process.

A resistant coworker can be a real head-scratcher! As a career coach, I see this a lot. Here's the thing, feedback is meant to be a **growth opportunity**, not a personal attack. The first step is to approach the conversation with empathy. **Acknowledge their perspective**. Maybe they've had bad feedback experiences in the past. Focus on specific behaviors, not personality traits, and offer solutions alongside the feedback. Sometimes it's not about changing their mind, but planting a seed. If they remain resistant, consider looping in a manager for a more structured approach.

It is crucial to build trusting team relationships. This allows the coworker to understand that the feedback is coming from a collaborative and helpful perspective. The trust removes the questions that cause resistance... questions of competition, embarrassment, etc. If the feedback is really tough, be sure to address it directly with the team member & avoid involving others. This reinforces the trust between the two associates. If you have the opportunity to participate in behavioral assessments similar to the DiSC assessment, they can be great tools for these situations. Assessments can help you understand how to shape your message in a way that is more digestible to the coworker. These assessments are relative inexpensive, w/ high ROI.

It is important to divide the solution into two paths - one is the current solution to a current problem and the other one is developing a protocol for future employees. I will talk about the latter as the former requires some other parameters as discussed in the previous points of this article. Developing a protocol that you may introduce already at the interview phase may prevent the company from hiring people not comfortable with receiving feedback. If this is one of the values of the company it is crucial to communicate about it on any forums and platforms.