Your team member is resistant to change. How can you effectively provide constructive feedback?

If team members are resistant to change, consider the following: ?? Have a 1:1 meeting to understand their concerns and address them by providing thoughtful feedback. ?? Clearly communicate the reasons behind the change and its impact on the team and the company, specifically how the change will positively impact their roles and performance. ?? Provide training or additional resources to help them adapt to the change. ?? Involve the team in planning or implementing the change to foster a sense of ownership. ?? Regularly discuss progress, provide status updates, and set up check-ins to address any emerging questions or concerns. ?? Acknowledge and celebrate small successes and efforts made towards adapting to the change.

Try to learn what may be the source of the concern. Sometimes all you need to ask is “what’s up”, and other times you need to approach it more subtly. Don’t make finding out what’s going on about you or what you need [to do]- be supportive and understanding. It’s quite possible you will need to delay the feedback if possible. Before doing so, weight the consequences of delaying.

When a team member resists change, start by acknowledging their concerns and understanding their perspective. Provide feedback by highlighting the benefits of the change and how it supports team goals. Use specific examples to show how their resistance affects progress, and suggest ways to adapt. Encourage an open dialogue, addressing their concerns together, and emphasize that flexibility is a valuable skill. Offer support to help them transition smoothly.

Para um colaborador que está resistente as mudan?as, é importante falar com ele de uma maneira menos formal, assim ele consegue se conectar melhor com seu líder, comece com uma conversa leve e vai abordando os pontos de melhorias de uma maneira que ele entenda a importancia da mudan?a.

When a team member is resistant to change, start by sitting down with them in a relaxed setting, letting them share their concerns without feeling pressured. Show that you get where they’re coming from—acknowledging their feelings helps build trust. Explain why the change is happening and how it benefits everyone, including them. Focus on their strengths and how they can shine through this transition. Offer your support, whether it’s through extra guidance or just being there to listen. Keep checking in and celebrate their small wins along the way, making the change feel less daunting and more like a shared journey.

Some of my favorite leaders I’ve worked for (Sam, I am thinking of you buddy) are leaders who let you know where you stand and where you stand with them. People tend to perform better when they have this knowledge as well as clear expectations of achieving good standing. Paint a clear picture people! It works.