Your team members resist feedback in performance reviews. How can you effectively address their resistance?

To address resistance to feedback in performance reviews, create a positive environment where feedback is viewed as a growth tool. Be specific and constructive, focusing on behaviors rather than personal traits. Encourage self-assessment and involve team members in goal setting to increase their investment in their development. Offer continuous feedback rather than reserving it for reviews, and actively listen to and address their concerns. Provide training on feedback skills and follow up regularly to discuss progress. For instance, I had a direct report who always challenged feedback. I found that regular check-ins—whether weekly or monthly—were crucial. Open communication and ongoing feedback allowed me to address concerns.

When team members resist feedback in performance reviews, it’s important to create an environment of trust and openness. Begin by framing feedback as a tool for growth rather than criticism. Ask for their perspective and listen actively to understand any underlying concerns or insecurities. Adjust your approach by delivering feedback in a balanced way, highlighting strengths while constructively addressing areas of improvement. Encourage a two-way conversation where they feel empowered to voice concerns or ideas. By demonstrating empathy and offering support, you can gradually overcome resistance and foster a culture where feedback is welcomed and valued.

Provide regular informal feedback: By giving feedback consistently throughout the year, you normalize the process and reduce anxiety around formal reviews. Set up monthly or quarterly check-ins to discuss progress, challenges, and goals. This ongoing dialogue helps prevent surprises and allows for timely course corrections. Training on receiving feedback: Offer workshops or resources on how to receive feedback effectively. This might include techniques for managing emotional reactions, asking clarifying questions, and creating action plans based on feedback.

Regular Communication: Maintain open and honest communication throughout the year, not just during reviews. Transparent Feedback Process: Clearly outline the feedback process, criteria, and expectations.

Active listening: When team members express resistance, listen carefully to understand the root cause. Are they unclear about expectations? Do they disagree with your assessment? Are there external factors affecting their performance? Use techniques like paraphrasing to ensure you've understood their perspective.

Encourage self-reflection: Before giving your feedback, ask team members to evaluate their own performance. This can be done through a self-assessment form or a casual conversation. Questions like "What are you most proud of this year?" and "Where do you think you could improve?" can spark valuable insights.

Providing support is crucial when addressing resistance to feedback. Assure your team members that you are committed to their professional growth. Offer resources, training, or mentoring to help them improve in areas highlighted during reviews. When individuals recognize that support structures are in place, they are more likely to see feedback as a constructive element of their career development rather than a challenge.

Open Dialogue: Be open to addressing any concerns or objections the team member may have. Find Common Ground: Look for common ground and work together to find solutions.