What do you do if your team members are resistant to your feedback?

1 Understand the root cause

Before you assume that your team members are defensive or stubborn, try to understand why they are resistant to your feedback. There may be various reasons, such as fear of failure, lack of trust, misunderstanding of expectations, or personal issues. Ask them open-ended questions and listen empathetically to their perspectives. You may discover some underlying issues that need to be addressed before you can proceed with the feedback.

2 Choose the right time and place

Timing and setting are crucial factors for delivering feedback successfully. Avoid giving feedback when your team members are stressed, busy, or distracted. Instead, choose a time when they are calm, relaxed, and receptive. Also, avoid giving feedback in public or in front of other colleagues. This may make them feel embarrassed, attacked, or defensive. Instead, choose a private and comfortable place where you can have a candid and respectful conversation.

3 Focus on the positive

One of the common reasons why people resist feedback is that they perceive it as negative, critical, or personal. To avoid this, you should balance your feedback with positive reinforcement and appreciation. Start by highlighting what your team members are doing well and how they are contributing to the team's goals. Then, frame your feedback as an opportunity for improvement and growth, not as a flaw or a mistake. Use specific examples and data to support your feedback, and avoid generalizations or judgments.

4 Involve them in the solution

Another way to reduce feedback resistance is to involve your team members in the solution process. Instead of imposing your ideas or expectations, ask them for their input and suggestions. This will make them feel valued, respected, and empowered. You can also ask them to set their own goals and action plans, and offer your support and guidance along the way. By doing this, you will foster a sense of ownership and accountability in your team members.

5 Follow up and reinforce

Finally, you should not treat feedback as a one-time event, but as an ongoing process. You should follow up with your team members regularly and monitor their progress and performance. You should also provide them with continuous feedback, both positive and constructive, to help them stay on track and motivated. You should also recognize and reward their efforts and achievements, and celebrate their successes. By doing this, you will build trust and rapport with your team members, and create a positive feedback culture in your team.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?