What do you do if your superior in retail marketing is resistant to feedback?

La retroalimentación es muy sana en todos los aspectos de la vida . Hay que saber escuchar las opiniones y quedarse con lo que más nos aporta a nivel personal y profesional. Hay que ser muy respetuoso al hacerla también, cuidar nuestro tono y siempre darle un enfoque positivo .

When your superior in retail marketing is resistant to feedback, consider approaching the situation delicately by choosing the right time and place to provide feedback, framing your feedback constructively with specific examples and solutions, demonstrating empathy and understanding towards their perspective, seeking to build trust and rapport, and being persistent but respectful in your efforts to encourage open communication and a receptive attitude towards feedback. If necessary, you can also consider involving a neutral third party or seeking support from HR or higher management to address the issue effectively.

I actually agree with this statement. Most people operate from a level of comfort in their experience, knowledge, facts and position or standing in the company. To enter the door of valued opinion, it is almost a right of passage with the manager. Observe, learn, arm up with facts and best practices in order to engage.

It is amazing how many times this statement is true. Rigidity of thinking, the belief that the more authority someone has somehow is connected to never being wrong absolutely floors me; but yet I have witnessed this many times. Any manager who doesn't accept feedback or is resistant to it is dangerous ... dangerous to your organization and dangerous to your career. Having been told to "stay in my lane" by people who are blind to their faults and unwilling to accept any criticism whatever leads to organizations who can only move as far ahead as what that superior can accomplish on their own. Try to appeal to them, try to work with them, try to subtly help them see; ultimately if none of those things work, start looking for a better boss.

If encountering resistance from a superior in retail marketing, I'd first seek to understand their perspective and concerns. Then, I'd emphasise the value of feedback in driving improvement and aligning with organisational goals. If direct communication proves challenging, I might explore alternative channels, such as discussing feedback with HR or seeking guidance from a mentor. Ultimately, fostering an open dialogue and demonstrating the benefits of constructive feedback could gradually encourage receptiveness.

Debe ser de manera presencial, idealmente en la oficina o un café cercano. Llevar una nota sobre los temas a tratar de manera clara , respetuosa y efectiva. Agenda una cita con tiempo para que ambas personas estén preparadas y enfocadas en esta reunión.

In the digital age of speed and screens, timing can be challenging for scheduling the "RIGHT" engagement. I coach to get ahead in timing and observe behavior with the objective of lifting the mood of the superior. Light humor can go a long way when delivered properly. Sometimes the approach requires a meaningful story just to break the ice and a hint of humor to settle any awkwardness. Superiors are humans and have emotions. Not perfect in their delivery or sometimes influenced by the duties of the day. Stay flexible, respect their difficult workload, and always ask to confirm before just assuming that it is a good time.

Hacerlo con un tono calmado, con palabras simples y siempre de manera respetuosa. Una idea simple es tratar de mostrarlo como un consejo que uno le da a un amigo que estima para que esto afecte positivamente en su crecimiento personal.

Sometimes superiors are reluctant to receive feedback for a variety of reasons. Before making an unsubstantiated judgment and as recommended in the article, it is necessary to look for the reasons for this behavior. It may be necessary to find the best time to give such feedback and always do it in a positive way. Be patient, put yourself in your superior's shoes. Many people find it difficult to receive feedback because they are afraid of failing. If the approach is constructive and with the offer to contribute, the boss will probably receive it, even if at first he/she resists.