Your team member rejects feedback on their performance. How do you break through their resistance?
When a team member pushes back on performance feedback, employ empathy and strategy. Consider these steps:
How have you approached a similar challenge? Share your strategies.
Your team member rejects feedback on their performance. How do you break through their resistance?
When a team member pushes back on performance feedback, employ empathy and strategy. Consider these steps:
How have you approached a similar challenge? Share your strategies.
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You probably need to change your communication style then. Instead of just giving feedback, try engaging them in a dialogue by asking open-ended questions about their work challenges and goals. Keep iterating your approach until you effectively break through their resistance.
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1. Use clear, factual examples to ground your feedback. For example: “In the last report, three key metrics were missing,” instead of general comments like “Your reports need improvement.” 2. Invite them to share their view on the situation: “How do you feel this project went?” Listening first can make them more open to constructive dialogue. 3. Frame it as a tool for their success, not criticism: “Addressing this will prepare you for bigger challenges ahead.” Show them the value in making improvements. Resistance often stems from feeling attacked or undervalued. Make feedback a two-way conversation focused on solutions and growth, not just shortcomings.
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Be positive and avoid using personal attacks during the conversation, instead of concentrating on details. Pat the person and ask them guiding questions to capture their viewpoint and specifically make sure you get what their intention was when providing feedback. The language presented should be encouranging and should focus on the positive aspect of doing it as a developmental process. For example, in an earlier case, I applied probabilistic measurement to pinpoint strength or areas that could be addressed; the team member benefits from the feedback that results from such measurement. In certain cases, it is necessary to suggest to the team some further help in the form of additional materials or mentoring.
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During my career, I faced a moment where a team member resisted feedback. Here’s how I approached it empathetically: ✨ Start with curiosity: I asked open-ended questions to understand their perspective. This helped me see the situation through their lens. ✨ Use “we” language: Instead of saying “you need to improve,” I reframed it as “we can tackle this together.” Collaboration feels less critical. ✨ Highlight wins before feedback: Recognizing their strengths created a positive environment for the discussion. ✨ Offer actionable suggestions: Breaking feedback into smaller, manageable steps made it easier for them to accept and act on
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Breaking through a team member's resistance to feedback can be tough, but empathy and open communication are key. Schedule a private, relaxed conversation, emphasising that your goal is to support their growth, not to criticise. Provide specific examples and focus on how improvements can benefit them personally. Ask open-ended questions to understand their perspective; resistance often stems from misunderstandings or unvoiced fears. Listen actively and acknowledge their feelings without judgment. Building trust and showing genuine concern creates a safe space for honest dialogue. Remember, it's about collaboration. Working together to find solutions, not only breaks down barriers but also strengthens the team.
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Approach the conversation with empathy and curiosity, focusing on creating a dialogue rather than delivering criticism. Ask open-ended questions to understand their perspective and concerns. Frame feedback as a tool for their growth and success, highlighting specific examples and aligning it with their goals. Offer support, actionable steps, and collaborate on solutions to foster trust and engagement, ensuring they feel valued and heard.
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