When my feedback isn't followed, I talk to the person directly in a calm and understanding way. I try to understand their point of view and work together to find solutions that help everyone. This approach helps build trust and improve our working relationship.

Para recuperar a confian?a e a coopera??o do seu subordinado direto que ignora seu feedback, foque nestas estratégias: 1- Trabalhe com ele para definir metas de carreira específicas e mensuráveis. Isso demonstra seu compromisso com o crescimento profissional dele e cria um caminho claro para o desenvolvimento. 2-Incentive a participa??o em treinamentos, workshops e cursos que possam aprimorar as habilidades e conhecimentos necessários para o avan?o na carreira. 3-Reconhe?a publicamente os esfor?os e conquistas dele. 4-chame para tomar aquele café de fim de tarde, e fale sobre assuntos aleatórios. O lazer conecta.

When a direct report ignores your feedback, regaining their trust and cooperation requires a thoughtful and empathetic approach. In my experience, the key is understanding the root cause of their resistance. Is it a lack of clarity, misunderstanding, or perhaps something deeper like a loss of motivation or confidence? Approach the situation with curiosity rather than judgment. Set up a one-on-one conversation where you ask open-ended questions to understand their perspective. Active listening is crucial here—it shows you value their input and are genuinely interested in helping them succeed.

Feedback can be a very positive thing but it can also be a negative thing, if it’s not handled correctly. I believe feedback is great information that we must share. In order to effectively share feedback, first we must understand our team’s members drivers, traits and communication style. We do that by observing and having regulara 1.1; also, setting proper expectations on how feedback works, not providing only negative feedback, rather than feedback in general. Choose a good time, for example, Fridays at 4pm is not a good time, as normally people are ready for the weekend. If the person is not coachable, it’s not a good time. A good leader knows his/hers team and adapts around it, of course carrying the company vision ahead.

I recommend investigating any underlying causes, as misunderstandings or personal issues may be at play. Using the STAR method—Situation, Task, Action, Result—can help structure feedback to make it clearer and more actionable. Establishing a feedback loop through regular check-ins encourages ongoing dialogue and reinforces the importance of feedback as a continuous process. Additionally, leading by example and demonstrating openness to feedback fosters a culture of improvement. Finally, offering support and resources can help your direct report implement the feedback effectively. Rebuilding trust takes time, so patience and consistency are essential.