Overcoming peer feedback resistance requires a thoughtful strategy: * Encourage the team for peer-to-peer feedback as the most insightful and actionable as it can uncover blind spots and enhance individual and team growth. * Encourage 4-5 positive comments for 1-2 negative ones. Remind the team that constructive feedback is more likely to be received positively when it is balanced and supportive. * Request factual comments and actionable insights. Suggest that team members frame their feedback with specific examples to increase clarity and relevance. * Foster a team by sharing common values. Create regular opportunities for team discussions around values and goals to strengthen bonds and alignment.

There is always a resistance primary reason is there is often competition amount peers hence this can be weaponised against someone. 1. Walk the Talk . Start by asking your peers to give feedback openly and transparently 2. Set some ground rules such as isolated incidence cannot be generalised, maintaining dignity of the person getting feedback 3. When someone act on feedback and improve not only appreciate but celebrate it 4. Every positive feedback must be celebrated and person getting it must be congratulated 5. Designate a week in a year called feedback week. Ask HR to act as catalyst 6. Always remember feedback for improvement, not for judging or initiating action against anyone 7. Don’t act only because of feedback’s think rationally

Create a “???????????????? ????????” where team members can post anonymous notes about what’s working and what isn’t. This allows ???????????????? ???? ?????????? ???????????????? ?????????????? ???????? and encourages open conversations. Over time, it builds trust and helps the team learn from each other.

I've faced my fair share of challenges with a team that was resistant to peer feedback, and I learned that creating a safe and open environment is key. I started by leading by example—sharing my own feedback experiences and how they helped me grow. I also encouraged team members to give feedback in small, informal settings where they felt comfortable, and I made sure to celebrate any positive changes that came from those conversations. Over time, it turned into a team culture where feedback became more of a collaborative tool rather than a personal attack, and it really made a difference in our overall communication and performance.