Feedback is essential for the growth and development of any HR Operations team. However, not everyone is open to receiving or giving feedback, especially if it is constructive or critical. How can you overcome the resistance and foster a culture of feedback in your HR Operations team? Here are some tips to help you.
The first step is to understand why your team members are resistant to feedback. Some common reasons are fear of failure, lack of trust, low self-esteem, or misunderstanding of the feedback process. Try to empathize with their feelings and perspectives, and acknowledge their concerns. You can also ask them what they expect from feedback and how they prefer to receive it.
I try to approach the situation with empathy and understanding. I've found that personalizing feedback can often help. I take the time to listen to their concerns and perspectives, showing that I value their input. Then, I gently explain how their cooperation and openness to feedback can benefit both them and the team as a whole. By highlighting specific examples of how feedback has led to positive outcomes in the past, I aim to inspire them to be more receptive. Additionally, I offer support and encouragement throughout the process, reassuring them that I'm there to help them grow and succeed in their roles
The second step is to provide clear and specific feedback that is relevant, timely, and actionable. Avoid vague or general statements that can be misinterpreted or ignored. Instead, use concrete examples and data to support your feedback, and focus on the behavior and outcomes, not the person. You can also use the SBI model (Situation, Behavior, Impact) to structure your feedback and make it easier to understand.
The third step is to balance positive and negative feedback, and avoid overwhelming or demotivating your team members. Positive feedback can reinforce good performance, boost morale, and build rapport. Negative feedback can identify areas for improvement, correct mistakes, and prevent future problems. However, too much of either can have adverse effects. A good rule of thumb is to follow the 3:1 ratio, which means giving three positive feedbacks for every negative one.
The fourth step is to encourage dialogue and action after giving feedback. Feedback should not be a one-way communication, but a two-way conversation. Invite your team members to share their thoughts, feelings, and questions about the feedback, and listen actively and respectfully. You can also ask them to suggest solutions or action plans to address the feedback, and offer your support and guidance. Follow up with them regularly and monitor their progress.
The fifth step is to model feedback behavior yourself, and show your team members that you value and practice feedback. Seek feedback from your peers, managers, or external sources, and demonstrate how you use it to improve your own performance and skills. You can also share your feedback experiences and learnings with your team, and highlight the benefits and challenges of feedback. By doing so, you can inspire your team to embrace feedback as an opportunity for growth and development.
The sixth step is to recognize and reward feedback, and create a positive feedback culture in your HR Operations team. Recognize and appreciate your team members who give and receive feedback well, and celebrate their achievements and improvements. You can also reward them with incentives, recognition, or opportunities that match their feedback goals and interests. By doing so, you can motivate your team to continue seeking and giving feedback, and foster a continuous learning environment.
when my team resisted feedback, I worked on making them more open. I started by talking to them everyday understanding their concerns. This opened up a regular conversation which was important to tackle the resistance. Also made giving and receiving feedback a regular thing in our routine. I talked about how feedback helps us grow making it more accepted over time. I made it a habit to listen to their ideas and actually use them everyday. This not only made them feel important but also showed that their thoughts mattered. By doing these simple things everyday, the resistance to feedback in the HR Ops team decreased. It became a team that saw feedback as a way to improve and self growth; thanks to our daily efforts.