When a team member resists feedback, building trust is key. I start by creating a comfortable, growth-focused environment and ensuring privacy. Using specific examples keeps feedback constructive, while inviting self-reflection allows them to identify areas for improvement on their own. This way, the conversation becomes a partnership rather than a critique. Often, this approach helps ease their defensiveness and opens up more productive dialogue. Have you found other strategies effective in these situations?

From great bosses I’ve worked with, I’ve learned the importance of creating a comfortable feedback environment. I start by emphasizing that feedback is meant to help them reach their goals, not to criticize. I encourage collaboration by asking, “What do you think could have gone better in this project?” This promotes accountability without feeling threatening. I provide specific, actionable examples—like, “The report had inaccuracies; how can we fix this and avoid it in the future?” I also ask for their input on what’s working and what isn’t, shifting the conversation to a collaborative discussion. When feedback is seen as a tool for growth rather than a threat, they’re more likely to engage and improve.

This is a common issue, here's my 2 cents: - Start by emphasizing that feedback is there to help them reach their goals, not to criticize. Make it clear that it’s about growth, not judgment. - Use specific, actionable examples, vague feedback feels personal and hard to address. Point out specific situations and behaviors, showing exactly where and how they can improve. - Ask for their input on what’s working for them and what isn’t. This shifts feedback from a lecture to a collaborative discussion and makes them feel more in control. Feedback isn’t about telling; it’s about teaching. When they feel that feedback is a tool, not a threat, they’re much more likely to open up to it. Hope you found this helpful!

Begin by recognizing their strengths to set a positive tone. Focus feedback on specific actions, using “I-statements” (e.g., “I noticed…”), and ask open-ended questions like, “What are your thoughts on improving…?” to encourage self-reflection. Hold regular feedback sessions to make communication routine, and highlight how feedback can support their goals. Consider seeking feedback on your own approach to build mutual trust. Use the “hourglass method: start with positives, address areas for improvement, and then end with encouragement. Allow time for reflection or consider written feedback for easier processing. If needed, suggest coaching, as outside guidance may feel less personal.

I’ll take the time to understand what’s driving their resistance—maybe they feel insecure, or there’s a deeper issue at play. I’ll focus on building trust, making it clear that feedback is there to help them grow, not to tear them down. I’ll ensure my message is constructive, with specific examples, and give them space to reflect. It's also important to show that I value their input, so it feels like a two-way conversation, not just a critique. Creating a supportive environment where they feel safe is key to breaking down that barrier.