Dealing with team dynamics challenges at work. Are you ready to confront members who ignore feedback?

First, we need to understand as to why team member is ignoring the feedback. The probable reasons could be - 1. Accepting mistake is difficult for him/her 2. There is issue with ‘will’ or ‘skill’ 3. He/she doesn’t see value in feedback 4. He/she may not agree with the feedback 5. … In order to understand the ‘why’, it is important to create safe environment and have one on one communication. Have clear plan and commitment Have regular checkins If things are still not improving, be ready for tough decision.

"Addressing team dynamics challenges, particularly with members who ignore feedback, requires a thoughtful approach. Begin by ensuring your feedback is clear, constructive, and delivered privately. Engage in open dialogue to understand their perspective and barriers. Emphasize the impact of their actions on the team's goals and foster a culture of mutual respect and accountability. If needed, involve a mediator or HR for additional support. The goal is to create an environment where feedback is valued and acted upon."

Yes, I am prepared to confront team members who ignore feedback by addressing the issue with a constructive and empathetic approach. I first ensure that feedback is clear, specific, and actionable. If a team member is not responding, I schedule a private discussion to understand their perspective and any underlying issues. I emphasize the importance of feedback for personal and team growth and collaborate on finding solutions to address their concerns. By maintaining open communication and fostering a supportive environment, I work towards resolving conflicts and improving team dynamics.

Understand before being understood. Since we are talking about team dynamics and team members, it is about not one individual but many. If its just one member the issue could be different but if its many there is a need for introspection. Where are these members in the team formation cycle? Norming, Storming or Performing? Ask yourself with an open mind. 1. Do you walk the talk 2. Do they see you as a supportive manager 3. Do you respect and value each one of them and communicate it effectively 4. Do you recognize their strengths and use them to their potential If Yes, then move to One on One using Assertive language. Identify the similarities. Iron the differences. Set clear Action Plans that are mutually agreed upon. Think Win-Win

First try to understand that only twice in case of neglect, and the third time there is a disciplinary warning for that. There may be a reason beyond the person's nature, so it is necessary to alert him to the value of what he is ignoring.

Según mi experiencia es fundamental crear un entorno seguro do de haya confianza y feedback continuo Es más probable que el equipo escuche y responda positivamente si sienten que se respetan sus opiniones. Hay que definir directrices para el feddback que fomenten la apertura y desalienten los ataques personales.

To promote open communication and honest criticism, a psychologically secure space is essential. Teams that have a strong sense of psychological safety are more likely to be creative and productive, according to studies conducted all around the world. The Sunnah stresses the need of making others feel appreciated and respected: "None of you truly believes until he loves for his brother what he loves for himself." (Muslim legal text) Team dynamics are stronger and more cohesive when members feel secure enough to speak their minds and accept criticism.

Constructive and thoughtful feedback is of the utmost importance. According to studies conducted all around the world in the field of workplace dynamics, the way feedback is given may greatly affect how successful it is. Both contemporary science and Islamic teachings provide credence to an approach that combines positive reinforcement with constructive criticism: "Speak to people in a way they can understand." In the name of Hadith Recognize the person's accomplishments and positive contributions first, then go on to discussing ways they might improve. This method not only makes criticism less hurtful, but it also makes it more likely that the feedback will be taken seriously and used positively.

En adoptant une approche structurée, vous pourrez non seulement résoudre le problème de l’ignorance des commentaires, mais aussi renforcer la communication et la collaboration au sein de votre équipe. Tout d’abord, la proposition de l’entretien doit aussi se faire dans un cadre privé, ne le proposez pas en plein milieux d’une réunion d’équipe. Annoncez-lui aussi directement l’objet de l’entretien. Une fois en entretien, analysez les faits et donner des exemples concrets. Choisissez un environnement neutre pour le mettre en confiance ce qui empêchera qu’il soit sur la défensive, facilitant le dialogue. Identifiez les causes, identifiez ensemble des actions à mener et clarifiez tout cela dans un mail.

To respect the person's dignity, it is best to discuss delicate matters in private. Being publicly criticized may cause people to feel embarrassed, defensive, and unable to communicate effectively. The significance of treating such problems quietly and finding a respectful and good outcome was shown by the Prophet Muhammad (SAW): "The believer does not taunt, curse, or speak indecently." If you ask Tirmidhi Expressing concerns in private demonstrates consideration for the person and fosters an atmosphere that is open to helpful criticism and development.

After providing feedback, it's important to follow up often to show that you care about the person's growth and to encourage the behaviors you want to see more of. The significance of continuous assistance in ensuring that feedback results in long-term change has been highlighted by research conducted in multinational workplace settings. Patience and constancy are two of the most important traits emphasized in the Quran: "Thus, relax. Truth, indeed, is Allah's pledge. (Ahadith 30:00) Consistent follow-ups enable to incorporate the input into everyday actions, transforming a single discussion into a driver for ongoing development.

To promote and maintain desirable team behaviors, positive reinforcement is a powerful tool. Consistent and sincere acknowledgment of accomplishments raises morale and encourages a culture of excellence, according to studies conducted on a global scale. In order to encourage his companions to continue doing good things, the Prophet Muhammad (SAW) would often laud them: "The best of you are those who learn the Quran and teach it." (Muslim legal text) Promoting a culture of continual development and success in the workplace is as simple as recognizing and praising good improvements; it stimulates the individual and sets an example for the whole team.