Start with care—acknowledge their perspective. EI means you understand their frustrations without judgment. CT tells you to ask questions: “What’s on your mind regarding the feedback?” Teamwork is about work together to find a path forward. Be prudent by addressing concerns, focusing on the shared goals. Use communication to listen more than speak, showing that you value their input. Clarify the paradox: feedback isn’t criticism; it’s an opportunity to grow. The spirit of the visionary is to show them the bigger picture—how their progress impacts future success. Make lives better by turning resistance into trust, ensuring feedback leads to improvement, not friction. Now, align them with the mission, earn trust, and unlock their potential.

Dealing with a remote employee resistant to feedback requires a tactful approach. Start by creating a supportive environment — use positive language and frame feedback as an opportunity for growth rather than criticism. Schedule a one-on-one video call to discuss concerns personally, allowing them to express their thoughts. Ask open-ended questions to encourage dialogue, such as, “What challenges are you facing?” Focus on specific examples rather than generalizations. Reinforce their strengths and offer actionable suggestions. Finally, establish a follow-up plan to monitor progress and reassure them that their development is a priority. Remember, “Feedback is a gift,” so present it wrapped in encouragement!

Feedback is a gift, when given with the right intention, tone and purpose it will be received. Have a virtual coffee, understand the other person's circumstances and fix a give and take of feedback. Use 3 simple steps- start, stop, continue and make sure he/she gives you feedback too. And whatever it may be, make sure it is not to criticise but to help the other person grow.

While it can be challenging to form a bond when working remotely, I believe it’s crucial for teams to set aside time to sync up regularly. The best way to address resistance to feedback is by building a strong relationship where both parties feel aligned and trust that the other has their best interests in mind. When employees know they’re supported, they’re more likely to be open to constructive feedback and work together towards shared goals.

A melhor abordagem é manter uma rotina de conversas, incluindo feedbacks e ouvindo bastante. O feedback constante causa menos impacto e criatura rotina de falar e ouvir. N?o esque?a que feedback pode ser negativo ou positivo, os dois merecem seu tempo e dedica??o.