In my view by incorporating regular, constructive feedback, one can create an environment where team members see feedback as a tool for growth, making them more open to receiving & acting on it. Provide concrete eg of the issue rather than generalizations. Eg: instead of saying, “You’re not meeting expectations,” say, “In the last project, the timeline was missed because updates were not communicated regularly. Ask open-ended questions to understand their resistance, such as “What concerns you most about this feedback?” or “How do you think we can improve this? After giving feedback, check in regularly to acknowledge improvements & provide ongoing support. Positive reinforcement will encourage openness in future feedback sessions.

Providing feedback to resistant individuals requires clarity, empathy, and adaptability. Start by being specific and direct—vague feedback often leads to defensiveness. Use clear examples of behaviors or outcomes, explaining their impact and aligning feedback with goals or expectations. Keep your message concise and focused to avoid overwhelming the individual. Not everyone has strong self-awareness, so adapt your approach to their learning style—some respond better to one-on-one conversations, others to written feedback. Finally, build trust by emphasizing that feedback is about growth, not criticism. This fosters openness and a willingness to engage.

Feedback does not need to include criticism. Feedback can begin with acknowledging the positives and then navigating to areas of improvement without positioning it negatively. Providing relevant examples and linking them to the expected behavior helps the team member in visualizing the gap between his/her behavior and the desired outcomes. This way they will be more receptive of feedback, as they see value and their own growth in it.

Position your feedback as an opportunity for growth, and ask the team member if they are open to a conversation about this before launching in with your feedback. Focus on what you can control in the conversation. Check your intention behind the feedback. Does your tone of voice, language, and delivery come across as critical rather than constructive? Awareness of your communication can make a big difference in how the feedback is received. Empathy also goes a long way when giving difficult feedback.

My perspective to approach this problem is.. 1. See that the conversation takes place at the right time post any incident and it’s not too late. 2. Be subjective instead of generic. 3. Always express the feedback by saying this is what I feel 4. Listen the other side to identify the right cause. 5. Offer support if you trust the cause. 6. Take regular follow-ups.