What do you do if your colleagues are resistant to feedback?

Sometimes colleagues tend to not pay heed to feedback given to them as for them it's a form of reprimand which might not go well or in the correct spirit. So it is important that both parties understand each other and the manager deals with the feedback process as a tool for improving his teams performance

I think it is all about the tone of feedback. Often people interpret feedback from a place of feeling not enough or being criticized. So I suggest you start off with a conversational tone and make it more of a discussion.

Se meus colegas demonstram resistência ao feedback, busco estabelecer um ambiente de confian?a e abertura para comunica??o. Procuro entender suas preocupa??es e demonstrar empatia em rela??o às suas rea??es. Utilizo uma abordagem construtiva e diplomática para transmitir o feedback, destacando sua importancia para o crescimento pessoal e profissional. Além disso, ofere?o apoio e incentivo para que possamos trabalhar juntos na melhoria contínua. Se necessário, busco a ajuda de um mediador ou facilitador para facilitar a comunica??o e resolver conflitos de maneira construtiva.

Feed back should always be given in person and not over emails. It should happen privately where a 2 way constructive discussion can happen.

There's evidence that the "sandwich" method is not effective as often the constructive feedback gets lost or minimized in the "sandwich" of praise. This is especially true when working across cultures where people may misinterpret what's being communicated. Instead, I'd recommend the following: - Be kind and clear that you have some feedback you'd like to share and ask if they're open to hearing it. - Be specific about how their behavior impacted you. - Be willing to listen as they respond to the feedback. They may get defensive, which is a normal human reaction. Resist getting defensive yourself.

YOU DO NOT HAVE TO KNOW ALL THE ANSWERS: Less-experienced MANGERS may feel inward pressure thinking that they have to know all the answers. Experienced LEADERS know that it is far more productive to ask intelligent questions and listen. There is no need to feel they have to have all the answers. Don’t wait for senior staff to ask questions! Instead, meet with a few and share a task or few things that needs to be accomplished on any particular day and then immediately ask them if THEY have any ideas on how this could best be accomplished? Ask them for THEIR thoughts of what approach might be best. And - then - listen. Really listen. Over the years I have found that I have never learned a single thing while I was talking. LISTEN!

It is very important that the feedback process be used as a tool to hone a colleagues skill set depending on business needs and not used as a performance appraisal tool. It is the responsibility of a good manager to give his team all the necessary tools needed to excel in their respective roles.

#1 Ask permission before you start talking. You can say, "I would like to reflect some things to you, is this a good time?" OR "I want to share some feedback with you, are you open to listening?" Humans in general are resistant to feedback. We haven't normalized errs, mistakes or worse, failure, despite how often it's talked/written about. With that, we are emotionally blocked to receive feedback, especially in the workplace. Our relationship with the person is also going to be key in their openness/receptivity. Is there trust? How long have you known them? Being sensitive to that is not only smart, it is kind. What is your intended outcome? What stories are you carrying about them or the situation? Your answers will impact your results.