It's really frustrating when a team member keeps disregarding our feedbacks, one of the main reason maybe they feel disregarded, they become jealous of others achievements, they don't feel involved. This needs to be handled with care, try to involve every team members and treat every team member equally. Incase team member purposely and consistently keeps doing it, then they need to be ignored to a certain point and one day they may understand their importance and get involved.

When a team member disregards feedback, approach the situation with empathy and a growth mindset. Start by understanding their perspective; sometimes, resistance comes from insecurity or misunderstandings. Clarify the purpose of your feedback, explaining its impact on team goals and their own growth. Encourage them to suggest their own improvements, fostering ownership of their development. Acknowledge even small progress to motivate further change, and model openness to feedback yourself. This approach not only addresses the issue but builds a collaborative, supportive environment where growth becomes a shared goal.

When a team member consistently disregards my feedback, I remember the adage "Be curious not furious." Here is a script I have used in the past: "We have had several conversations about (insert issue) and we seem to be in the same place we were two months ago. Three possibilities come to mind. One is that you may not agree with the feedback I've provided. Another is that I was not sufficiently clear about the changes I hope to see. It is also possible that you want to make the change but are struggling to do so. Is one of these true for you, or is something else at play? I want to understand what I can do to support your success." These kinds of conversations cannot go on indefinitely, however.

I believe it’s a positive sign that the team is active and engaged, even if sometimes takes the form of disregarding feedback. This behavior is an opportunity for the leader to examine underlying issues, which can ultimately protect the organization from potential disruptions or setbacks. Instead of challenging the team, it’s essential to reflect on leadership practices first. In most cases, the root cause doesn’t lie within the team but rather in the leader’s approach to providing feedback. Factors to consider like ; Lack of Trust and Credibility, Misunderstanding the Situation,Being Perceived as an Outsider, Timing of Feedback. To me the leader’s role is to first assess himself and build a foundation where feedback is valued.