it’s important to move into more formal and structured steps. 1. Escalate to Formal Feedback 2. Provide Clear Consequences 3. Involve a Mediator 4. Use Coaching or Professional Development 5. Shift Responsibilities 6. Evaluate Team Fit 7. Document Everything 8. Final Step: Termination It may take 2-3 months to complete the process, but spending 2-3 months is better than working with a candidate who break team spirit.

One way to improve this situation is to get along with the person, develop friendly relationship with him. Discuss the work progress in an informal manner without giving any formal feedback. Let him introspect and self realize the areas he need to improve. As a leader one can extend a helping hand overcome the limitations

To navigate a team member avoiding feedback, approach the situation with empathy and clarity. Schedule a private, non-confrontational meeting to discuss their hesitations and emphasize the importance of feedback for growth. Frame feedback as a two-way conversation, inviting their input and addressing concerns. Focus on specific examples and how feedback benefits both them and the team. Be patient, consistent, and create a safe environment that encourages open dialogue and trust.

Strategies for Managing a Team Member Who Avoids Feedback 1?? Create a Safe Environment: Encourage open communication by ensuring feedback is shared in a private, non-judgmental setting. 2?? Use Positive Reinforcement: Start with positive comments to build trust, making the team member more receptive to constructive feedback. 3?? Ask for Their Input First: Invite them to share their thoughts on their performance before offering your feedback, making the conversation feel more collaborative. 4?? Frame Feedback as Support: Emphasize that feedback is meant to help them grow and succeed, rather than being critical or punitive. 5?? Be Specific and Actionable: Focus on concrete behaviors, actionable suggestions to make the feedback easy

Soliciting and receiving feedback is a skill that takes practice, repetition and consistency. I created the concept of the 3 rings of feedback to help. The rings are about your audience. First get 1-on-1 feedback with someone you trust (and don't always go to the same person). Then iterate and improve. The second ring is your team. By going to one person first, you'll have reduced all the low-hanging fruit that groups gravitate towards, and be ready for deeper insights. Lastly, go to your department or company to solicit feedback. Remember, start small. By the third round, your plan, your changes, your designs, they'll be solid. Feedback is an opportunity, it's the reason gamification works so well. It is tied to peak performance.