Feedback is essential for any team to grow, improve, and achieve its goals. However, not everyone is open to receiving or giving feedback, and some may even react defensively or negatively. How can you deal with team members who are resistant to feedback and foster a culture of constructive communication? Here are some tips to help you.
The first step is to try to understand why your team members are resistant to feedback. Is it because they lack confidence, fear criticism, have different expectations, or have a personal issue with you or someone else? By empathizing with their perspective, you can tailor your approach and avoid triggering their defensiveness. You can also ask them for feedback on how you deliver feedback and what they prefer.
Well, understanding why team members resist feedback is very important to address the issues effectively as it helps us align their processes, build trust, execute targeted solutions, and promote ongoing improvement. Also when we address the root causes like fear of complaint or lack of clarity, we can create an environment where they feel that feedback is valued and growth is encouraged.
é de extrema importancia investigar as causas dessa resistência. Isso pode incluir falta de confian?a no feedback, medo de ser criticado, expectativas diferentes ou até mesmo quest?es pessoais n?o relacionadas ao trabalho. Demonstrando empatia e compreens?o, é possível criar um ambiente onde todos se sintam seguros para compartilhar e receber feedback.
The timing and setting of your feedback can make a big difference in how it is received. Avoid giving feedback when your team members are stressed, busy, or distracted. Instead, find a calm and private moment to share your observations and suggestions. You can also ask them if they are ready and willing to hear your feedback before you start. This way, you can respect their autonomy and avoid surprising or overwhelming them.
It is surely an important step and we need to make sure that the place is relaxing and personal. This helps team members feel relaxed and open to feedback without feeling embarrassed. Also, choose a time and place without any distractions or intervention. Always think about how team members feel so avoid times when they are stressed or upset. Give feedback when team members are ready to listen as this will help them understand and think about what is being said. A very important step is to respect team members' feelings by choosing a good time and place. This builds trust and makes feedback feel helpful, not harsh.
Importante considerar o momento e o ambiente ao fornecer feedback, pois isso pode gerar impactos. Evite dar feedback quando os membros da equipe estiverem sob estresse, ocupados ou distraídos, pois isso pode diminuir a eficácia da comunica??o. Procure um momento tranquilo e privado para compartilhar suas observa??es e sugest?es. Além disso, é importante avisar ao colaborador com antecedência que ele receberá o Feedback, demonstrando respeito nesse momento.
When you give feedback, be specific and clear about what you observed, what you expected, and what you suggest. Use concrete examples and data to support your points and avoid vague or general statements. Also, balance your feedback with positive and negative aspects, and acknowledge your team members' strengths and achievements. This way, you can show that you appreciate their work and want them to succeed.
Quando oferecer feedback, seja específico e claro sobre as observa??es, expectativas, sugest?es e sempre cite exemplos para facilitar a compreens?o. é importante equilibrar o feedback, reconhecendo tanto os pontos fortes quanto os aspectos que precisam de melhoria. Demonstrando apre?o pelo trabalho e incentivando o crescimento contínuo pessoal e profissional.
One of the common reasons why people are resistant to feedback is that they feel attacked or judged as a person. To avoid this, focus on the behavior or the outcome that you want to improve, not the personality or the character of your team members. Use "I" statements instead of "you" statements to express your perspective and feelings, and avoid labels or insults. For example, instead of saying "You are lazy and unreliable", say "I noticed that you missed the deadline and did not communicate with me".
Firstly it ensures clearer communication and makes it easier for team members to understand what needs to change. Also, being specific about actions or habits needing improvement keeps feedback objective and less personal. When we focus on behaviour, team members are more likely to see challenges as opportunities for growth. Even, it maintains positive relationships within the team, as feedback feels less like a personal talk.
Feedback is not a one-way street. You also need to listen to your team members' responses and perspectives, and show that you care about their opinions and feelings. Ask open-ended questions to invite them to share their thoughts and concerns, and acknowledge their points. Avoid arguing, interrupting, or dismissing their feedback. Instead, collaborate with them to find solutions and agree on action steps. Follow up with them to monitor their progress and provide support.
Finally, one of the best ways to deal with team members who are resistant to feedback is to model feedback behavior yourself. Show that you are open to receiving and giving feedback, and that you use it to improve your own performance and skills. Seek feedback from your team members and others, and act on it. Also, give feedback regularly and consistently, and make it a part of your team's routine and culture. This way, you can demonstrate the value and benefits of feedback, and encourage your team members to embrace it.