Dealing with a team member who dismisses feedback. Are you ready to address the root of the issue?
When a team member dismisses feedback, it's essential to understand and address the underlying issues. To foster a more receptive environment:
- Express feedback as observations, not judgments. Frame comments around behaviors and their impacts.
- Ensure there's a two-way dialogue. Invite them to share their perspective and concerns.
- Set clear expectations and consequences. Make sure they understand the importance of feedback for personal and team growth.
How do you encourage colleagues to embrace feedback? Share your strategies.
Dealing with a team member who dismisses feedback. Are you ready to address the root of the issue?
When a team member dismisses feedback, it's essential to understand and address the underlying issues. To foster a more receptive environment:
- Express feedback as observations, not judgments. Frame comments around behaviors and their impacts.
- Ensure there's a two-way dialogue. Invite them to share their perspective and concerns.
- Set clear expectations and consequences. Make sure they understand the importance of feedback for personal and team growth.
How do you encourage colleagues to embrace feedback? Share your strategies.
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- Practica la escucha activa con presencia total para comprender sus preocupaciones. - Identifica señales previas que puedan haber mostrado resistencia al feedback. - Evita personalizar el problema y enfócate en hechos objetivos. - Aborda la raíz del problema sin juicios, investigando las causas del rechazo. Refuerza la colaboración y el crecimiento, posicionando el feedback bidireccional
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1. Investigar as causas do comportamento, buscando entender se há inseguranças ou falta de compreensão sobre o feedback recebido. 2. Promover uma conversa aberta e construtiva, focando em exemplos específicos e no impacto do comportamento para a equipe e os resultados. 3. Trabalhar em conjunto para desenvolver estratégias de melhoria, oferecendo apoio contínuo e reforçando a importância do feedback para o crescimento profissional.
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In order to encourage colleagues to embrace feedback do the following: 1-Establish clear feedback guidelines: Make your colleagues understand the importance of providing a two way feedback and the good consequences that this will have on both the team members and the company 2-Use a Cause and Effect Analysis to determine the root causes: This is very important because it will help you to know the main causes or the exact reasons of why the team member is dismissing feedback, which will help to solve the problem accordingly and let the team member address feedback. 3-Demonstrate to team members the negative consequences of missing deadlines through video sessions. 4-Encourage brainstorming sessions. 5-Encourage feedback through social media.
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When someone "doesn't take feedback," you're probably looking at the symptom, not the disease. The real problem? Organizations that pretend to want feedback while desperately clinging to power structures that make honest feedback impossible. They create elaborate feedback theater (annual reviews, surveys, "upward feedback initiatives") while maintaining hierarchies that inherently stifle truth. Want real feedback? Create a true meritocracy where a junior dev can tell the CTO their code needs work. The best companies optimize for rapid iteration and truth-seeking, not protecting management's ego. In fact, I'd argue any organization where feedback needs "managing" has already failed. It's that simple.
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Sharing feedback is extremely crucial for organisation and individual's growth. It can be challenging at times -ve feedback - Make sure that you are sharing feedback using data points and observations. - Understand the person's perspective - Explain the issues and the possible consequences - Ensure that you are making the individual comfortable and guiding them on the way how to surf around the difficult situation.
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Puede ser que rechace los comentarios pero desde que determinas que hay algo que está rechazando y con una conversación a veces no puedes determinar que es , así que si las palabras no te lo indican te corresponde a ti si deseas descubrirlo buscar alguna estrategia que provoque alguna situación específica y que con el poder de observación te lleve a la respuesta , por qué dónde las palabras no son suficiente , la conducta delata.
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Uncover the 'why' behind their resistance through open, non-judgmental dialogue. Frame feedback as a growth opportunity, not criticism. Highlight specific, measurable examples to show impact. Foster a culture of continuous improvement by recognizing small wins and reinforcing progress.
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Sim pois precisamos ser transparentes no local de trabalho coletivo.Pois a opinião de um colaborador do grupo pode ser de grande valia e ajuda. E se um feedback não for passado por vergonha ouconstragimento isso precisa ser abordado e resolvido da melhor forma
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