Dealing with an underperforming team member who resists feedback. How can you turn their performance around?
When a team member pushes back on feedback, use these strategies to improve their performance:
Have you faced similar challenges? What strategies worked for you?
Dealing with an underperforming team member who resists feedback. How can you turn their performance around?
When a team member pushes back on feedback, use these strategies to improve their performance:
Have you faced similar challenges? What strategies worked for you?
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To address an underperforming team member who resists feedback, start with empathy and understanding. Schedule a private conversation to identify any underlying issues—personal, professional, or skill gaps. Use a collaborative approach: set clear, measurable goals and involve them in creating an improvement plan. Provide consistent, constructive feedback and positive reinforcement for progress. If resistance persists, emphasize accountability and explore training, mentorship, or role adjustments.
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When a team member pushes back on feedback, it’s not a roadblock—it’s an opportunity for growth. Start by setting clear, specific goals so everyone knows what success looks like. Then, engage in active listening; understand their concerns, and make sure they feel heard. This builds trust and opens up space for constructive dialogue. Lastly, don’t leave them on their own—offer consistent support with regular check-ins, so they know they’re not just being told what to do, but are being guided every step of the way. Let’s turn feedback into a powerful tool for progress!
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Every employee is coming to the workplace to perform well and be positive. If they underperform and resist feedback, something has happened. Hear out their perspective with an open mind, what motivates them, why they think their performance deteriorated and what can be done by the company to improve it. The problem might be not where you are looking for it. For example, they might be in the wrong position and might benefit from a change within the organisation which would better suit their interests and personality. If you tried everything and made sure the company has the right values, vision and purpose, which are known to the employee which does not want to connect to it, they might be missing a suitable opportunity somewhere else.
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Turning around an underperforming, feedback-averse team member is like coaxing a cat into a bathtub—challenging but doable. Start with positive reinforcement: "Your creativity is unmatched, but let’s channel it with the team." Use humor to soften feedback: "Your reports are so unique, even Excel is surprised." Set clear expectations and celebrate small wins. Before you know it, they’ll be purring along, no splash required.
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Andy Justice(edited)
I will simplify my recommendation to the "carrot and stick" analogy. This provides a simplified (oversimplified?) framework. Although, it is crucial to recognize and speak their language first. I have utilized tools like Myers-Briggs or similar assessments to understand both my own communication style and that of my team members. These results highlighted potential areas of conflicting communication styles, and provided me insights into how they best receive information. This facilitated a better dialogue, and helped guide me to the right mix of "carrot and stick." The Carrot - Positive Reinforcement and Reward The Stick - Corrective Accountability Plan with Negative Implications for Non-compliance
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Utilizing the 5 why’s methodology also can apply to people not only to process. I would start with the basics. Review the job description assigned to his work level and assure he understands the requirements. Create an activity tracker to measure work activity . Write short and long term goals . Follow daily ,weekly, biweekly as need it. After a few weeks have a meeting to identify the gaps. Ask the 5 why’s again
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While consistent review is important, it should be accompanied by the first step towards the reprimand process for those that fail to respond. It takes time to train and that should also be ongoing but time spent coaxing folks to perform is a waste of time.
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