Your team member takes criticism personally. How can you effectively manage giving feedback to them?

Begin by acknowledging the team's strengths and contributions before addressing areas for improvement. This establishes a positive foundation and shows that you value team members work!

Para dar feedback a un miembro del equipo que toma las críticas de manera personal, establece un entorno de confianza y usa un enfoque empático, reconociendo sus esfuerzos antes de abordar áreas de mejora. Sé específico, objetivo, y elige el momento adecuado para dar el feedback en privado. Mantén una comunicación clara y directa, ofreciendo soluciones y apoyo, y fomentando el diálogo. Enmarca el feedback como una oportunidad de desarrollo, practica la paciencia y refuerza cualquier progreso. Estas estrategias ayudarán a que el feedback sea recibido de manera constructiva y positiva.

I think it's very important to separate two things: the being and the doing. When we take feedback personally it's because we think that the feedback questions who we are (the being). It is important to make it clear to our team member that the feedback does not question who they are as a person and does not question their good intentions. Then we need to explain that the feedback is addressing only the outcomes or the behaviour (the doing). Then we can then address the areas of improvement. Another important point is to highlight the facts. It's easy to slip into interpretations and opinions but when we stick to the facts, then this creates a common ground we can build together on.

People who take criticism personally often over generalize. They view the criticism as some assessment of them as a human being. They see their entire person as defective. Criticism needs to specific to a behavior. People need to have it emphasized that it's not a reflection of them but what they do. Don't broach the topic of over generalization, stifle it with deliberate focus on today's "need to change". Often times offering a desired behavior is the way to go. "Next time this happens do YYYY". When they ask why you explain. You may have to repeat this lesson. Expect it, in fact. You encourage positive changes. You may have to issue Corrective Action per policies, but emphasize that it's an opportunity to do better.

I guess when a team member takes criticism personally, it’s important to approach feedback with sensitivity and empathy. Start by framing the conversation in a positive light, focusing on the growth opportunities rather than just the areas of improvement. Use specific examples to illustrate your points and avoid making the feedback feel like a personal attack. It can be helpful to ask questions and involve them in the discussion, making it a two-way conversation. Reinforce that your goal is to support their development, not to criticize them, and always offer guidance on how they can improve. Building a foundation of trust and understanding is key to ensuring that feedback is received constructively.

I believe that timing is crucial when delivering feedback. Opting for a calm, private setting rather than addressing feedback during high-stress moments shows respect and creates a safe environment for constructive dialogue. Providing feedback soon after a project's completion leverages the freshness of the experience, making it easier for the team member to connect the feedback with specific actions and outcomes. This thoughtful approach enhances the effectiveness of the feedback and supports meaningful development.

When giving feedback to a sensitive team member, timing is important: - Choose a calm moment when emotions aren’t high. - Avoid giving feedback in the heat of the moment or during stressful times. - Pick a private, comfortable setting where they feel safe. - Allow time for them to process the feedback without rushing the conversation.

I stress the importance of using positive and encouraging language when giving feedback. Phrasing your comments in a way that highlights strengths and frames improvements as opportunities for growth fosters a more receptive and constructive atmosphere. For example, saying, "I've noticed you're really good at X, and with a little tweak, you could be even better" makes the feedback feel supportive rather than critical. By focusing on behaviors and outcomes, you create a more positive and effective feedback experience.

When giving feedback to a sensitive team member, using positive language is key: - Frame your feedback in a constructive way. - Focus on what they can improve rather than what they did wrong. - Highlight their strengths before addressing areas for improvement. - Use encouraging words to motivate and support them.