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Your team member is resistant to feedback. How can you break through their barriers?

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Dealing with resistance to feedback can be a challenging aspect of staff development, but it's crucial for fostering a culture of continuous improvement. When a team member is resistant to feedback, it can create barriers to their growth and the team's progress. Understanding the reasons behind their resistance is the first step in breaking through these barriers. It might be due to past experiences, fear of failure, or a misunderstanding of the feedback's intent. Your approach to this issue can make all the difference in transforming resistance into receptivity.

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Jane Rogan

Third Floor Design co-founder | Connector | Emergent Thinker | Relentless Optimist
Sophia Thian

Manager, Human Resource & Admin | L&D, Industrial / Labour Relations Enthusiast | Positive, Innovative, Accountable…
Lucas Redivo

MBA Reten??o de talentos | Pós IA | CPA20 | Gerente de Agência no Banco Bradesco S.A

1 Assess Resistance

To effectively address feedback resistance, start by assessing the root cause. Is it a matter of trust, fear of change, or a lack of understanding about the benefits of feedback? Engage in a dialogue to uncover their perspective. Show empathy and listen actively, as this can help you tailor your approach. By identifying the specific reasons behind their reluctance, you can address these issues directly, thereby creating a more conducive environment for open communication and development.

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Jane Rogan

Third Floor Design co-founder | Connector | Emergent Thinker | Relentless Optimist
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For me the order of operations here is wrong. If a leader doesn't start by creating a culture of mutual trust and accountability, there is no chance of success for any process of feedback, coaching, encouragement, etc. If we really want to fight resistance--which is almost always a representation of some kind of fear--we need to start with an assessment of culture to inculcate trust.

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Sophia Thian

Manager, Human Resource & Admin | L&D, Industrial / Labour Relations Enthusiast | Positive, Innovative, Accountable HR Practitioner | Born Marketer | Let Connect with Me For Job Opportunity
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When faced with resistance, it's important to identify the underlying cause. Approach the individual with empathy and respect, fostering an open dialogue. Collaborate on action plans and provide necessary resources. Persistence is key; it may take time to cultivate a receptive attitude. Building a culture of trust and constructive feedback requires time and effort. By approaching feedback with empathy, respect, and a solution-oriented mindset, you can help your team members overcome resistance and grow professionally. This approach ultimately fosters a healthier and more productive work environment.

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Lucas Redivo

MBA Reten??o de talentos | Pós IA | CPA20 | Gerente de Agência no Banco Bradesco S.A
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Muitas vezes, o funcionário é resistente a receber feedback por n?o saber lidar com críticas. Isso pode levá-lo a evitar o agendamento do feedback. Como gestores, precisamos reconhecer essa dificuldade e trabalhar com o colaborador para superar essa barreira. Uma abordagem eficaz é permitir que ele escolha a data e o horário para o feedback, garantindo assim uma maior assertividade. Dessa forma, é possível extrair boas percep??es do funcionário, tornando o feedback produtivo tanto para ele quanto para o gestor.

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Fabiana F. de Vasconcelos De Mayo

Gerente de agência bancária / Gest?o de carteiras PJ, PF e produtos bancários / Líder de equipe
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Para lidar com a resistência a feedback é importante mostrar, empatia, interesse pela história do colaborador, pois ele pode ter vindo de experiência que n?o tinha o hábito de feedback , teve experiências ruins m ou nem sabe realmente o que porque de ter feedback. Mostrando para ele que está ferramenta é fundamental para o seu crescimento profissional e pessoal, que é uma forma de pontuar seus pontos positivos e negativos e escutá-lo com empatia e muito aten??o, será uma forma de vencer a resistência.

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2 Build Trust

Trust is the cornerstone of any successful team dynamic, especially when it comes to accepting feedback. Focus on building a rapport with your team member by being consistent, fair, and transparent in your interactions. Acknowledge their strengths and contributions regularly, which can make them more open to discussing areas for improvement. A strong foundation of trust enables a more receptive attitude towards feedback and encourages a positive response to developmental guidance.

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Lucas Redivo

MBA Reten??o de talentos | Pós IA | CPA20 | Gerente de Agência no Banco Bradesco S.A
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Para construir a confian?a necessária para realizar feedbacks, é útil come?ar com pequenas intera??es, como mini-relatórios, mini-reuni?es e feedbacks curtos. Em vez de um agendamento formal e extenso, opte por feedbacks diários sobre pequenas atividades. Ao elogiar e oferecer críticas construtivas de maneira gradual, você ajuda o funcionário a desenvolver confian?a. Com o tempo, ele se sentirá mais à vontade para participar de um feedback mais estruturado, onde n?o apenas ouvirá, mas também interagirá ativamente com o gestor.

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3 Provide Clarity

Sometimes resistance stems from a lack of clarity regarding the feedback or its implications. Ensure that your feedback is specific, actionable, and tied to observable behaviors or outcomes. Avoid vague comments that can lead to misunderstandings. By providing clear examples and setting achievable goals, you help your team member understand what is expected and how they can meet those expectations, reducing resistance and fostering a growth mindset.

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4 Foster Ownership

Empowering your team member to take ownership of their development can significantly reduce resistance to feedback. Encourage them to set personal goals and identify areas they want to improve upon. This sense of ownership over their growth can make feedback feel less like criticism and more like a collaborative effort towards their chosen objectives. When team members see feedback as a tool for achieving their own goals, they're more likely to embrace it.

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5 Encourage Dialogue

Creating an environment where feedback is a two-way street can break down barriers. Encourage your team member to voice their thoughts and concerns about the feedback they receive. This open dialogue not only helps clarify misunderstandings but also allows them to feel heard and valued. Ensuring that feedback sessions are interactive discussions rather than one-sided lectures can shift the perception of feedback from punitive to constructive.

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6 Support Progress

Recognizing and supporting progress is vital in overcoming resistance to feedback. Celebrate incremental improvements and provide constructive support when setbacks occur. This positive reinforcement can motivate your team member to continue striving for development and maintain openness to feedback. By showing appreciation for their efforts and commitment to growth, you reinforce the value of feedback as a means to personal and professional advancement.

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Your team member is resistant to feedback. How can you break through their barriers?

1

2

3

4

5

6

1 Assess Resistance

2 Build Trust

3 Provide Clarity

4 Foster Ownership

5 Encourage Dialogue

6 Support Progress

Staff Development

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Your team member is resistant to feedback. How can you break through their barriers?

1

2

3

4

5

6

1 Assess Resistance

2 Build Trust

3 Provide Clarity

4 Foster Ownership

5 Encourage Dialogue

6 Support Progress

Staff Development

给文章评分

感谢您的反馈

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