What do you do if your team is resistant to constructive feedback?

1 Understand the root cause

Before you give feedback, try to understand why your team members are resistant to it. There could be many reasons, such as fear of failure, lack of trust, insecurity, pride, or past negative experiences. By empathizing with their perspective, you can tailor your feedback to address their concerns and motivations. For example, if someone is afraid of losing their job, you can reassure them that your feedback is not a threat, but an opportunity to grow and succeed.

2 Choose the right time and place

Timing and setting are important factors for effective feedback. You don't want to catch your team members off guard, interrupt their workflow, or embarrass them in front of others. Instead, you want to create a safe and comfortable environment where they can listen and respond without feeling defensive or pressured. Choose a time and place that is convenient, private, and respectful for both of you. For example, you can schedule a one-on-one meeting, ask for their permission, and thank them for their time.

3 Be specific and balanced

When you give feedback, be clear and specific about what you are addressing and why. Avoid vague or general statements that can be misinterpreted or ignored. Use concrete examples and data to support your feedback and show its relevance and impact. Also, balance your feedback with positive and negative aspects. Don't just focus on the problems, but also acknowledge the strengths and achievements of your team members. This way, you can show them that you appreciate their work and want them to succeed.

4 Focus on behavior, not personality

One of the main reasons why people are resistant to feedback is that they take it personally. They feel that their feedback is an attack on their character, identity, or values. To avoid this, focus your feedback on the behavior or action that needs improvement, not the person or their personality. Use neutral and objective language that describes the situation and the outcome, not the intention or the emotion. For example, instead of saying "You are lazy and careless", say "Your report was incomplete and had several errors".

5 Encourage dialogue and action

Feedback is not a one-way communication, but a two-way conversation. You want your team members to engage with your feedback, not just accept or reject it. Encourage them to ask questions, share their thoughts, and express their feelings. Listen to their feedback as well and be open to learning from them. Also, help them to translate your feedback into action. Work with them to set realistic and measurable goals, identify resources and support, and follow up on their progress.

6 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?