Here's how you can navigate giving feedback to a resistant colleague.

Start feedback with empathy to foster a constructive dialogue: - Understand their perspective and underlying stressors. - Tailor your communication to acknowledge their feelings. - Aim for a dialogue that focuses on improvement, not confrontation. - Create a supportive environment that encourages openness and positive change.

In my experience, always humble to my colleague. And i make sure when ever i face problems with my work i report to my colleague, so that when there is need my colleague will help me on what ever problem.

Early in my management career, I learned that diving straight into feedback without understanding a colleague’s situation can backfire. I found that empathy is key. When a team member was struggling due to personal stress, I first sought to understand their situation fully, much like a salesperson digs into customer needs. The initial answers might not reveal the complete picture, so it's crucial to ask follow-up questions and dig deeper. This approach not only fosters a supportive environment but also ensures that feedback is more constructive and effective.

Be specific with feedback to ensure clarity and effectiveness: - Use clear examples to illustrate the behavior or issue. - Avoid vague comments that can lead to confusion. - Provide a detailed roadmap for improvement. - Focus on actionable steps to guide positive change.

When giving feedback, specificity is crucial. Vague comments can lead to confusion and defensiveness. I’ve found that providing clear examples of the behavior or work being addressed helps. For instance, instead of saying, “Your reports need improvement,” specify, “The last three reports had inconsistencies in data accuracy. For example, on page 3, the sales figures were misreported.” Additionally, it’s important to approach feedback collaboratively. Instead of just pointing out issues, engage in a dialogue to understand the root cause and work together on a solution. This way, feedback becomes a constructive conversation rather than a critique, leading to a more straightforward path for improvement and a more positive outcome.

Frame feedback in a way that highlights growth and benefits. Instead of focusing solely on what went wrong, emphasize the potential for improvement and the positive outcomes of making changes. For example, rather than saying, "Your report missed several key points," try, "Your report has a solid foundation. With a few adjustments to include the missing details, it could be even more impactful." This approach makes feedback feel like an opportunity for development, turning a difficult conversation into a motivating and supportive experience.

Listen actively after giving feedback to foster open communication: - Value their perspective and encourage sharing of insights. - Create a collaborative space for discussion and resolution. - Understand their viewpoints to enhance mutual understanding. - Use their feedback to refine and improve the approach.

After giving feedback, actively listen to your colleague’s response. They may provide insights or explanations you hadn’t considered. For example, when addressing a project issue, I make it a point to ask for their perspective and listen carefully. This shows respect for their viewpoint and can reveal underlying factors affecting their performance. By engaging in open dialogue and asking clarifying questions, you foster mutual understanding and create a collaborative approach to resolving issues. Active listening not only builds trust but also leads to more effective solutions.

After the initial feedback, follow up to show that you genuinely care about their success. This demonstrates your commitment and reinforces that they matter to you. For example, after talking about improvements, I set up follow-up meetings to review progress and address any ongoing concerns. This approach highlights that you’re serious about their development and not just going through the motions. Regular follow-ups help maintain momentum, provide additional support, and ensure that the changes are being implemented effectively, reinforcing their importance and your investment in their success.

Feedback should be a regular part of your employee coaching. This should be included in your weekly one on ones. Every time I have a one on one meeting I ask my employees to share what they are most proud of this week, and what might be some areas of opportunity or something they would want to do better. I also share my observations of what I think they did well and what areas they could improve. If I have also seen what they are proud of, then they feel great. If it is something different, then it is additional recognition and positive reinforcing feedback. If what they could do better aligns with my observations then I know they have great self-awareness. If not, then its an opportunity as a people leader to learn more.