Dealing with defensive managers on HR issues. How can you provide constructive feedback effectively?

“HR: Lead with Vision, Not Defense ??” HR doesn’t need to defend itself; it needs to lead with vision. If HR feels the need to defend, it’s time to look at what’s wrong with its own policies. Policies should be natural and implemented in a way that is embraced by everyone. ?? When HR policies are built on strong values and aligned with the company’s strategy, they don’t need defense. They should be an organic part of the company culture, welcomed and followed by everyone. ??? Question for you: How do you see HR’s role in creating a culture that embraces change and growth? ?? #HR #Leadership #CompanyCulture #Vision #Growth ??

I would find a way to have ensured a safe environment for dialogue to defensive managers. Feedback can be communicated in terms of mutual goals, what is common rather than on faults. Defensiveness is reduced through communication in terms of data and specifics rather than personal characteristics. Giving options along with asking their ideas encourages teamwork. I will also hear them out on their point of view, building on the trust created and showing them that the feedback will help them succeed rather than defeat them.

To provide constructive feedback to defensive managers, approach the situation with empathy and clarity. Start by acknowledging their concerns and highlighting their strengths. STICK TO THE FACTS and use examples to illustrate your points, focusing on behaviors and outcomes rather than personal attributes. As much as possible try to frame feedback as a collaborative effort to achieve common goals. Ask open-ended questions to involve them in problem-solving and encourage their input. Keep a calm, supportive tone and emphasize your shared commitment to the team's success. This type of approach can help reduce defensiveness and help create a more productive dialogue.