Dealing with a team member who ignores feedback. How can you effectively address their dismissive attitude?

While understanding the why, employees may be direct with their reasoning , yet it may lead to a situation which would require them to incorporate the feedback which eventually results in a feeling of dismay

Addressing a team member who dismisses feedback can be challenging, however, it's crucial for maintaining a productive and harmonious work environment. Some strategies to tackle this issue effectively: 1. Assess the Situation 2. Communicate Directly 3. Provide Specific Examples 4. Offer Support and Solutions 5. Set Clear Expectations 6. Encourage Open Dialogue 7. Consider Additional Resources 8. Monitor and Evaluate Approaching the issue with empathy, clarity, and support can often lead to improved outcomes and a more cohesive team dynamic.

1. First of all, go through the root cause and understand the reasons. Before moving ahead the issue, take a moment to understand why the team members might be ignoring the feedback. 2. open a dialog session with them for one-to-one discussion 3. Provide proper support and feedback. 4. There must be transparency. 5. Proper clear communication.

A beneficial approach is to ask the individual to summarize the concerns and expectations you’ve outlined in their own words. This ensures clarity on the performance gap and your expectations. Once you are confident in their understanding, you can then discuss the potential outcomes based on their performance within the given timeframe.

This is it! Direct and private conversation will help understand the team member's perspective. Often times, the team member may not even be aware he/ she is "ignoring feedback". He/ she may even be trying to implement the feedback but may lack capacity to implement or understanding of the feedback. The private conversation will enable such member open up and enable the Manager manage the situation better for better result.

1. Choose the right time and place - Find a private setting where the team member feels comfortable and secure. 2. Start with positivity - Begin the conversation by acknowledging their strengths and the value they bring to the team. 3. Specifically state the issue- Clearly describe the behavior or action that needs improvement, focusing on the impact rather than making a personal attack. 4. Use "I" statements - Instead of saying "you always," say "I've noticed that..." to express your perspective. Remember, effective feedback is a skill that takes practice, patience, and empathy.

To address a team member who ignores feedback, start with a private, empathetic conversation to discuss your concerns. Clearly explain the importance of feedback for personal and team growth, and ask open-ended questions to understand their perspective. Highlight how their dismissive attitude impacts team dynamics and emphasize the benefits of being open to feedback. If the behavior persists, outline potential consequences, such as its effect on performance reviews. Follow up regularly, offering support and acknowledging any positive changes to reinforce the desired behavior. This approach promotes accountability while fostering a constructive feedback culture.

The only way ensure that the person understands what is expected out of them is through having a direct conversation. This needs to be concise with well prepared pointers driven by goals. The conversation needs to be short and direct.

Adopt a feedback framework such as SBI, STAR, GROW or DESC and follow these steps: 1. Re-evaluate your feedback and reframe your sentences: - Ensure feedback is clear, specific and actionable. - Avoid vagueness and criticism by focusing on how it can benefit the individual. 2. Set the right tone when delivering feedback: - Approach with empathy and respect. - Use a positive, supportive tone to avoid confrontation and show genuine interest in their growth.

Personalizar la retroalimentación es clave, ya que todos somos diferentes y necesitamos generar un rapport efectivo. Es importante definir el momento preciso y evitar cualquier tipo de interrupciones, enfocarse en la persona y mostrarle respeto facilita una retroalimentación positiva. Una buena retroalimentación permite un mejor ambiente de trabajo y fomentamos un clima de crecimiento y colaboración.

In my line of work a timely feedback is more effective, on the spot. I find that if provided after a month even a week it does not really resonate and can cause an attitude of dismissal when in fact it is more of I cannot recall that conversation or interaction.

Every person is unique. An essential part of a leader's responsibility is to develop effective, personal, and tailored communication with each team member, that is based on trust. That being said, in my experience taking the time to understand the basis for the resistance, explaining the bigger picture from which the feedback originates, and demonstrating that the intention of the feedback is for the benefit of the person and the team, should result in the desired outcome and increased trust.

Firstly, ensure that the person is aware of their behaviour and how it affects the team. Oftentimes awareness it’s all it takes to turn the situation around. If not, one can also use simple frameworks such as SSC (STOP, START & CONTINUE). What are the things the individual needs to start doing (paying attention to) stop doing (least desired behaviour) and continue doing (best behaviours).

Make goals clear by stating that the feedback is meant to help them grow rather than to condemn or assign blame. Make it obvious that improving and growing together is the aim. Offer assistance: Demonstrate your readiness to give them more tools, direction, or training so they may succeed.

1. Clarify objectives: - Emphasise that the feedback aims to support their development, not to criticise or place blame. - Make it clear that the goal is mutual growth and improvement. 2. Offer support: - Show willingness to provide additional resources, guidance or training to help them succeed.

Understand their personality and psychology. Could you identify the root of the problem? Avoid focusing on administrative and mechanical factors. Instead, investigate the underlying cause. Try to gain a general understanding of their personality, psychological aspects, and family concerns to determine how you can help them. Evaluate different approaches. The method will differ for each individual, and the manager must have the ability to navigate this process successfully. Often, managers concentrate on administrative issues and neglect the individual's psychological and personality aspects, which can lead to unproductive measures

If all the necessary empathetic actions have been taken, the next step is to set the boundaries in the KPI. Communicate clearly how their KPIs affect the overall performance and let it be the constitution that rewards or sanctions.

Usually my approach if he keeps the behavior ongoing . I choose to make him see how ist affecting others , try to make him understand what will be the consequences. Then set tasks and responsibilities that will make him reach to his goal and make sure to make it clear that these are very important and I will follow up on it

Once the feedback shared is not acceptable and the behavior continues to be the same and your team member becomes non-responsive, he then turns into a dead strength in the team. In this scenario, we can re-assign his / her responsibilities among other team members and we can either bench him from the project or ignore his presence.

In my opinion, Setting boundaries helps by 1.Clarifying Expectations: Defining acceptable behavior around feedback. 2.Maintaining Respect: Ensuring professional, constructive discussions. 3.Encouraging Accountability: Making it clear when feedback is not being addressed. 4.Creating Safety: Framing feedback as growth, not personal criticism. 5.Enhancing Focus: Keeping conversations on track and productive.

This is absolutley critical. Follow up straight after the conversation so objectives and timescales are clear and actionable and matched back to company values and customer service expectations. Within this follow up ensure you recognise that your colleague has attended thr meeting with you. Reflect on how well the meeting went and when your next feedback is. Reiterate any support, training, mentoring that has been agreed and when this will be put in place. Set reminders on shared calendars for reviews. Offer the opportunity for them to request meetings or to make changes to the notes/deadlines so they have ownership. Close by offering ongoing support etc Make sure you keep your promises and organise follow ups ad promised.

We should always go back and follow up to monitor improvement and also understand where we can help To make situation better and give corrective feedback if any. This is extremely critical to keep this process on track

Checking-in regularly is one way to offer support, as well as pairing the employee up with a mentor or trainer. Get their feedback on the support that works best for them. Ensure that any growth is acknowledged timely and positive behaviors are incentivized.

I’m not sure this is necessary nor is it feasible to follow up with everyone. In a feedback rich culture, one is giving and receiving feedback from peers, managers, and direct reports constantly. I think where this is most valuable is when you meet with your manager in a one-on-one and you can provide an update willingly. That shows that you’re conscious of the feedback and you’re taking the initiative to make sure you’re making changes.

Follow-Up and Consequences Regular Check-ins: Schedule regular check-ins to monitor progress and provide additional support if needed. Document Issues: Keep a record of feedback and the team member's responses. This documentation can be helpful if the situation escalates. Consequences: If the behavior persists, consider implementing consequences such as performance improvement plans or disciplinary actions.

Simply have an honest dialogue. Sometimes, people assume others are dismissive when in reality, it's something else like discomfort, confused, maybe even scared. Start from a place of genuine care and curiosity. It could sound like "How are you feeling about the feedback you’ve been receiving?"

Managing dismissive feedback effectively requires a thoughtful and empathetic approach. Begin by understanding the root cause of the employee's reaction, whether it's defensiveness, misunderstanding, or something else. Create a safe space for open dialogue, actively listening to their perspective without judgment. Clearly articulate specific behaviors requiring improvement using concrete examples, explaining the impact on the team or organization. Encourage employee to consider the situation from a different viewpoint. Offer necessary support and resources to facilitate growth. Build a trusting relationship based on open communication & mutual respect. Address any reactions by validating feelings while focusing on the behavior.

Let's start with ourselves first, this person has not responded positively to feedback given in the past and has been dismissive about it. let's explore for me How am I feeling about this? only after being honest to myself on my feeling then go on to the next thought process what is my intent in giving the feedback to the individual? once I have these two steps worked out then go into all the great things mentioned in the answers....Love the thought mentioned by Isabelle "Start from a place of genuine care and curiosity"

When addressing a team member who ignores feedback, start with a private, empathetic conversation to understand their perspective. Clearly explain how their behavior impacts the team, project and the business. Involve them in setting actionable goals and recognize improvements. Consistent, respectful communication fosters a culture where feedback is valued. This approach builds a more cohesive team, enhancing service delivery and operational efficiency. Remember, change takes time. Patience and persistent support can guide your team member towards constructive engagement with feedback, benefiting everyone involved. #performancemanagement #coaching #employeeengagement #teamdynamics #soft skills #organizationaldevelopment

To address a team member who ignores feedback, have a private conversation to understand their perspective and explain the importance of the feedback. Be specific about the behavior and its impact, listen to their concerns, set clear expectations, and follow up regularly to monitor progress and provide support.