What do you do if your team is resistant to feedback in a small business?

Make your workplace psychologically safe place. If your employees are resistant to feedback, that is likely not the only thing they are resistant to. Dig deep and get to the bottom of why. Until you know what to fix, you cannot fix it.

OOO! This is one of my favorite topics. I did a whole podcast on Feedback so I have some simple and easy tactics to support! The first thing to remember, and educate your team on, is that feedback at its core is neutral. The meaning we give it is what gives it the charge of +/- Once you have the perspective on this, the next thing is asking the team why they are so resistant. In my experience resistance to feedback comes mostly from fear. The second most common reason for feedback resistance is because of unclear expectations. My favorite quote is unshared expectations are nothing more than premeditated resentments. To get them to love feedback you get to show them that it is part of growth and not a threat to their success.

Understanding where the resistance is coming from is arguably the first step in building trust with your employees. It's helpful to start these conversations by saying "I believe in your potential as I know you're capable of [X], which is why I want to help fill in the gaps to get you there. What do you feel is missing in your current role in order for you to perform at your potential?" You might find that the feedback you want to give them is almost the same as the blockers they feel they're facing. Asking vs. telling always leads to better results and long-term relationship-building.

I've learned that resistance to feedback often comes from not understanding its purpose. Providing training on giving and receiving feedback effectively helped demystify the process for my team. We covered active listening, non-defensive communication, and personal development goals in workshops. Once my team understood the value of feedback and had the tools to use it productively, they embraced it as part of their growth. Training made a noticeable difference, creating a more open and constructive feedback culture.

I've learned that leading by example sets the tone for my team's attitude towards feedback. I actively seek feedback for myself and respond positively, showing how I use it to improve. Sharing my learnings with the team demonstrates openness and humility. When my team sees me embracing feedback, they're more inclined to do the same. This approach not only fosters a feedback-friendly culture but also strengthens my credibility as a leader. By showing that feedback leads to growth, we've created a more open and constructive environment.

I've found that adjusting my approach to feedback can make all the difference. I tailor my communication style to suit each team member's preferences—some respond better to written feedback, while others prefer informal face-to-face chats. Timely and relevant feedback is crucial, so I address issues as they arise rather than letting them pile up. By being flexible and understanding sensitivities, I've made the feedback process more comfortable and effective, helping the team embrace feedback as a tool for growth.

Create a process, taking the emotional aspect out creates a sponge like atmosphere in the brain.* Ask yourself, & more importantly your team, A LOT of questions. Clarify, Plan, & Build out a system for healthy & effective feedback. *BONUS* This is a great excuse to get yourself & your team to create personal "user manuals". A document someone could look at quickly & see how best to communicate with you, to give you feedback, maybe explaining some odd ticks. Google examples and give it a try, it's a valuable document for anyone. * Not based on any real science, but it has to be true, right?!

Feedback is easily seen as a negative thing. One of the first thing that has to happen is reframing. It is important to show the purpose and benefits of feedback for growth. Secondly, it should be demonstrated from the top down. Feedback should be received by the leadership as we want employees to receive feedback. Feedback should include positives and growing edges. People need to feel seen and positive feedback demonstrates seeing our employees. Lastly feedback should come with an action plan. “What” a person can do to improve and “how” they can do it, gives direction that is measurable and attainable.