Your team is resistant to feedback. How can you ensure they receive it positively?

I would begin by fostering an environment of trust, where feedback is viewed as a tool for growth rather than criticism. I’d deliver feedback in a respectful way, focusing on specific behaviors and their impact rather than making it personal. I’d also emphasize how feedback contributes to individual and team development, making sure to link it to clear, achievable goals. By being open to receiving feedback myself, I would set an example and reinforce the idea that feedback is a two-way process. Additionally, I would acknowledge progress and improvements through positive reinforcement, ensuring the feedback process remains both encouraging and productive.

Create a simple process where there is a short evaluation of performance after every important event like customer meeting, presentation, conference call... The feedback should not take more than a few minutes but ask your team member to auto-analyse their performance focusing on what went well and what should be changed for better results.Then as a manager to enforce these points and add your touch

To help your team accept feedback positively, focus on understanding their needs: Open Dialogue: Create a safe space for team members to share concerns about feedback. Identify Triggers: Recognize what causes resistance, like delivery methods or past experiences. Personalize Feedback: Align feedback with individual goals to highlight its relevance. Listen Actively: Engage with their perspectives and show you value their input. Provide Support: Offer resources to help them improve based on feedback. By addressing their needs, you can foster a culture that views feedback as a growth opportunity.

The way you give feedback impacts directly on how the person receives it. Besides providing clear communcation, choose the correct timing and environment to do so. If possible, schedule a meeting to do it face to face and allow the other part to ask constructive questions. Never provide negative feedback openly and agressively in front of someone's peers, but don't forget to praise them publicly when needed. Speak calmly and avoid conflictual or agressive words because people don't improve if they're offended.

We should create a safe and supportive environment where everyone feels comfortable sharing their thoughts and opinions. We should highly emphasize the importance of feedback for growth and development. We have to provide constructive feedback in private and focus on specific behaviors & celebrate successes and recognize achievements. By driving a culture of open communication and continuous improvement we can encourage our team to embrace feedback and use it to grow and develop.

To help your team embrace feedback, focus on clear communication: Be Specific: Use clear examples to illustrate your points. This helps them understand exactly what needs improvement. Stay Objective: Focus on behaviors and outcomes, not personal traits. This keeps the conversation constructive. Use Simple Language: Avoid jargon. Clear language makes your message accessible and relatable. Encourage Questions: Invite team members to ask questions. This shows you value their understanding and engagement. Follow Up: After giving feedback, check in to see how they’re progressing and if they have any concerns. By communicating clearly, you create an environment where feedback is seen as a tool for growth, not criticism.

A great leader will take feedback as a teaching opportunity. If you're not providing examples, articulating why the change is necessary or giving instructions on how that person could do it better next time, you're merely criticizing, not helping them improve.

Always let your direct report start the feedback, it will give you the direction for your discussion. You can then agree if the evaluation is correct and enforce the positive points to drive motivation and energy

Explique o Propósito e os Benefícios do Feedback Focar no desenvolvimento pessoal: Enfatizaria que o objetivo do feedback é ajudar no crescimento individual e no aprimoramento das habilidades, n?o apontar falhas. Mostraria exemplos de como o feedback contribuiu para o sucesso de outros profissionais. Conectar o feedback às metas da equipe: Relacionaria o feedback ao sucesso da equipe como um todo, demonstrando como o aprimoramento de cada pessoa beneficia o grupo e os resultados.

Coloque o feedback como algo vital dentro da cultura do time/empresa. A partir disso, deixe claro no dia-dia que ser resistente com feedbacks é estar desalinhado com a empresa.

Customer feedback is a triage mechanism; not a policing mechanism. Leaders must see it this way themselves and communicate this consistently to their teams through words and actions.

Regular Check-Ins: Schedule frequent one-on-one meetings to discuss performance. This normalizes feedback and makes it less daunting. Set Clear Expectations: Clearly outline goals and standards from the start. When everyone knows what’s expected, feedback feels more relevant. Deliver Feedback Frequently: Provide feedback often, not just during annual reviews. This helps team members see it as a continuous process rather than a rare event. Model the Behavior: Show your own openness to feedback. When leaders demonstrate receptiveness, it encourages the same attitude in the team. Reinforce Positive Changes: Acknowledge improvements and progress. Recognizing efforts fosters a growth mindset and encourages ongoing development.

Feedback must be part of a Standard Operating Process and can be written in certain instances, especially if there are clear action points expected.

Dar Exemplos Práticos de Melhora Através do Feedback Mostrar resultados concretos: Destacaria exemplos de situa??es em que o feedback levou a melhorias visíveis no desempenho da equipe ou de indivíduos. Ver resultados práticos pode aumentar a aceita??o.

It surprises me how feedback programmes prioritise issues and pain points, often without space for anything else. However, if the mindset is on motivating the drivers of progress (the people who strategise, design and deliver it), then the organising of what is shared is prioritised differently. Part 1 - the successes - where changes we've made have delivered a difference Part 2 - the challenges - where there is further changes needed on initiatives which haven't quite landed as hoped Part 3 - the opportunities - new emerging feedback from customers where they are struggling with the companies experience seen as untapped opportunities for growth Presented as such there are three positive areas from feedback and teams are motivated.

Focus on Strengths: Start by highlighting what team members do well. This sets a constructive tone and makes them more receptive to suggestions. Use “Growth” Language: Phrase feedback as opportunities for growth rather than shortcomings. For example, say “This is an area to develop” instead of “You need to improve.” Encourage Dialogue: Invite team members to share their thoughts. When they feel part of the conversation, they’re more likely to respond positively. Be Specific: Offer clear examples of what went well and what can be improved. Specific feedback is more actionable and less intimidating. Celebrate Progress: Regularly acknowledge improvements and milestones. Celebrating small wins reinforces a positive atmosphere and encourages

Ofere?a Feedback de Forma Construtiva e Empática Use a abordagem de feedback positivo + construtivo: Come?aria destacando pontos fortes antes de abordar áreas de melhoria. A estrutura "SBI" (Situa??o, Comportamento, Impacto) é útil, pois descreve o comportamento específico e seu impacto, tornando o feedback mais objetivo. Focar em solu??es e desenvolvimento: Ao fornecer feedback, ofereceria sugest?es de melhoria e apoio para que o agente saiba exatamente o que fazer para evoluir, tornando o processo construtivo.

Create a Safe Environment: Assure team members that feedback is meant to help, not criticize. A supportive atmosphere encourages openness. Be Available: Let your team know you’re there to help them understand and implement feedback. This shows you care about their growth. Provide Resources: Share tools, training, or mentorship opportunities to help them improve. Equipping them with resources fosters confidence. Follow Up: Check in regularly to see how they’re progressing. This shows you’re invested in their development and are willing to support them through challenges. Encourage Peer Support: Foster a culture where team members help each other. When colleagues support one another, feedback becomes a collaborative process.

If you, as a leader, provided feedback, make sure to follow that up closely and see if the adjustments were made or if the person still needs help to improve. Reach out nicely and provide tips, courses, examples and a course of action aligned with their IDP to keep track of their performance

Whenever some elements needs to be improved, provide some training, reference material or coaching. It is critical to have a clear roadmap to improve the particular competence

Estabelecer um espa?o seguro para o feedback: Criaria um ambiente onde os colaboradores se sentem confortáveis em receber e dar feedback sem medo de represálias ou julgamentos. Manter confidencialidade e respeito: Garantiria que o feedback seja dado de forma privada e respeitosa, criando um espa?o onde o colaborador se sinta valorizado.

Invite Questions: Encourage team members to ask questions about the feedback. This helps clarify intentions and shows you value their input. Listen Actively: Make sure to listen to their concerns. Acknowledging their feelings creates trust and shows you care about their perspective. Facilitate Discussions: Organize regular check-ins or feedback sessions where everyone can share thoughts. This builds a culture of openness and collaboration. Use Constructive Language: Frame feedback as a two-way conversation, focusing on growth and solutions rather than just problems. Highlight Successes: Balance constructive feedback with recognition of achievements. Celebrating successes fosters a positive environment for discussion.

Planning and setting a clear vision, aim it will help the team member to walk through and achieving success. Monitor and track the process follow the customer feedback and set customer satisfaction percentage to measure your target.

Treinamento em Recebimento de Feedback Oferecer treinamentos em receptividade ao feedback: Promoveria workshops sobre a importancia do feedback e como recebê-lo de forma construtiva, incentivando a equipe a ver o feedback como uma ferramenta de desenvolvimento. Desenvolver a inteligência emocional: Ensinaria a equipe a lidar com emo??es que surgem ao receber feedback, ajudando-os a processar melhor a informa??o.

Resistance is a natural response when communication is one-sided. However, when dialogue becomes a two-way exchange, resistance often transforms into receptiveness. Feedback, whether reinforcing or corrective, is essential for growth. Approach it with empathy, considering the feedback’s impact and potential reactions. Use thoughtful and considerate language to ensure your message is well-received.