Dissatisfied Stakeholder Approach: Explain how upset they are, understand, and listen to their thoughts on why. Present welcome remarks towards their feedback, while ascertaining that their issues stand addressed by the workability being initiated. Explain lucidly what your team would perform so it does not happen in future; set reasonable expectation on performance improvement, coupled with timelines. Give information regularly regarding progress. Finally, engage them in main decisions in order to build the broken trust. You can make the situation an opportunity to build on this relationship by being accountable, delivering results, and practicing collaboration.

Just go and talk to the stakeholder in an informal way. Be open and listen to the customer , then work backwards to integrate the feedback in the document. Times, loops, these are all nice to have but what makes a PM a real PM is mastering communication with the most challenging stakeholders. To fix this, have a conversation with the stakeholder and cover: Recognize and validate their concerns. Work out what the best cadence would be to do a progress review with them Take their feedback and prioritize it. As you make incremental updates, when you do their progress reviews take their feedback and re-address the backlog to incorporate their recent feedback and have a discussion on where/when they want it done.

This presents a compelling daily challenge, addressable through eight key phases: 1. Acknowledging stakeholder concerns; 2. Investigating the root cause; 3. Ensuring transparent communication; 4. Developing a corrective action plan; 5. Implementing immediate improvements; 6. Maintaining regular stakeholder engagement; 7. Enhancing team performance; and 8. Documenting lessons learned. 💪 #Challenge #Phases #Improvement #Success #Teamwork #Goals #Progress #Solutions

In my 4 decades of Technology work,this has happened more than once ! 1st decade - I was young professional, I used to try convincing the stakeholder/s or try debate/arguments!.. 2nd decade- realizing the futility of conflict & and the stress byproduct of it and with increased maturity , it was ' put them at ease, address their concern(mostly schedule, requirements change..) .with a polite " not to worry, it is being addressed, we will meet again " 3rd decade - with too many such 'stakeholders ' ... priority assessment & assignment to each 'unhappy guys' & 'degree of unhappy index' ... 1st level response to get the confidence &trust back , review Jointly .. if at-all redelgate roles within my own team 4 th decade- "Oh yeah.. wewillsee

-Talk to the team and understand the Challenges & Gaps they find to accomplish the goal. -Listen to their concern & Expectation -Action plan and tracker with timeline.