Last updated on 2024年4月10日

What do you do if your team resists feedback in database administration?

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Feedback is essential for improving your database administration skills and delivering high-quality solutions to your clients or stakeholders. However, not everyone on your team may be open to receiving or giving constructive feedback, which can hinder your team's performance and collaboration. In this article, we'll explore some common reasons why your team may resist feedback in database administration, and how you can overcome them with effective communication, empathy, and trust.

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? Elisabet Rodríguez Juárez

Global HR Professional | Driving People Transformation & Change Management | People & Culture | Proud Psychologist

1 Identify the root cause

To deal with feedback resistance, it's important to understand why it happens. Fear of criticism or failure, lack of clarity or relevance, resistance to change, and cultural or personality differences can all play a role. Your team members may feel insecure about their skills or abilities and perceive feedback as a personal attack. They may also not see how the feedback relates to their goals or tasks, feel reluctant to adopt new practices or technologies, or have different preferences, expectations, or styles of communication.

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? Elisabet Rodríguez Juárez

Global HR Professional | Driving People Transformation & Change Management | People & Culture | Proud Psychologist
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As an HR professional, when a team resists feedback, I'd first discern the resistance's root cause, often linked to fear of change or criticism. I'd then arrange a meeting to address their concerns and highlight feedback's benefits for skill enhancement and team performance. Managers would be encouraged to model positive feedback acceptance, and I'd use visual aids and examples to demonstrate its effectiveness.

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2 Communicate the purpose and benefits

Communicating the purpose and benefits of feedback in a clear and positive way is the next step. Explain how feedback aligns with your team's vision, mission, and objectives, and how it can help your team achieve better results and satisfaction. Highlight the areas of improvement or development that feedback can address, emphasizing the mutual benefits of feedback and how it can create a culture of learning, growth, and collaboration. Provide examples of successful feedback experiences that led to positive outcomes for your team or other teams.

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3 Use the right feedback model

The third step is to use the right feedback model to deliver and receive feedback in a respectful and effective way. You can do this by selecting a feedback model that addresses your team's context, needs, and preferences, such as the SBI, STAR, or COIN model. Additionally, you should adhere to the feedback model's guidelines, such as being specific, timely, factual, balanced, actionable, and supportive. Remember to ask for permission before giving feedback, express appreciation when receiving it, and invite questions and clarifications. Active and empathetic listening is key for understanding the feedback and the feedback giver's perspective.

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4 Address the feedback resistance

The final step is to address the feedback resistance if it persists or escalates. You can do this by acknowledging and validating the feedback receiver's emotions and concerns, exploring the underlying issues that prevent them from accepting or applying the feedback, negotiating and agreeing on the next steps they can take to implement the feedback, and following up and monitoring their progress. Feedback is a powerful tool but can be challenging and uncomfortable for some team members. To ensure successful adoption of feedback, it is important to understand the reasons behind resistance, communicate its purpose and benefits, use the right model, and address any resistance. Doing so will create a feedback-friendly culture in your team.

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5 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?

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Klaus-Peter Plog

Senior data and integration specialist
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Well, the needs of database administration often create work for the development which doesn't directly support application development. For example adhering to database object naming rules can be tedious and cause extra work without delivering obvious benefit in the short run. Or the need to specify field sizes (where applicable) instead of just using the maximum. Or the need to minimize the amount of open connections to the database system etc. . It's important to explain why certain feedback is given and what are the benefits in the long run. That usually resolves issues - as communication often does.

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What do you do if your team resists feedback in database administration?

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2

3

4

5

1 Identify the root cause

2 Communicate the purpose and benefits

3 Use the right feedback model

4 Address the feedback resistance

5 Here’s what else to consider

Database Administration

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What do you do if your team resists feedback in database administration?

1

2

3

4

5

1 Identify the root cause

2 Communicate the purpose and benefits

3 Use the right feedback model

4 Address the feedback resistance

5 Here’s what else to consider

Database Administration

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