To effectively give feedback to a team member resistant to change, approach the conversation with empathy. Start by acknowledging their feelings and the challenges of change. Use specific examples to highlight areas for improvement and explain the benefits of adapting. Encourage open dialogue, allowing them to express concerns, and collaboratively develop an action plan. Offer support and resources, reinforcing that growth is a team effort, and emphasize the positive impact their adaptation can have on both their performance and the team's success.

Speak to them in a manner they understand (which means you need to get to know them as an individual); allow them to be heard before you expect them to listen; be empathetic but firm; and be crystal clear in the things that are going well, things that need improvement, and things that need to STOP altogether. I suggest printing out their job description and bringing that to the meeting to show, hey this is what we agreed on for your role and this is how things are going. Also, ALWAYS follow up on writing. PS: updating all job descriptions should be done each year. You would be surprised how out of date and inaccurate many job descriptions are. How can you hold employees accountable if they have no clarity with their expectations?

Being empathetic and constructive are crucial when providing feedback to a resistant team member. Start by acknowledging their contributions and the value they bring to the team. For example, you might say, "I appreciate your dedication to our current processes, but adapting to new tools / techniques could further enhance our efficiency." Be a good listener and encourage open dialogue by asking about their thoughts and concerns regarding the change, as well as how you can support them through the transition. Often, clear communication can resolve half of the problem.