Addressing a team member resistant to feedback requires a thoughtful approach: 1. Create a Safe Environment: Start by fostering a culture of trust where feedback is seen as a tool for growth, not criticism. 2. Choose the Right Time: Provide feedback privately and at a time when they are receptive. 3. Be Specific and Constructive: Use specific examples and focus on behaviors rather than personal attributes. 4. Listen Actively: Encourage their perspective to identify underlying concerns or misunderstandings. 5. Collaborate on Solutions: Involve them in creating an improvement plan, emphasizing shared goals. 6. Reinforce Positives: Highlight their strengths to balance feedback and motivate progress.

Dealing with resistance to feedback within a team is a challenge many leaders and professionals face. However, addressing this resistance effectively is essential for individual growth and team success. Feedback, when delivered constructively, is apowerful tool for improvement, but resistance candisrupt team dynamics. Here’s how to turn resistance into growth: Build Trust Show genuine interest in their perspective. Lead by example by being open to feedback. Ensure consistency in words and actions. Be Specific and Actionable Use concrete examples to clarify feedback. Focus on behaviors, not personalities. Link feedback to their personal and team goals. Encourage Open Dialogue, Timing, and Delivery Matters, and Provide Continuous Support.

As an HR professional, effectively addressing resistance to feedback requires creating a safe and constructive environment for open communication. I would begin by having a one-on-one conversation with the team member to understand their perspective and concerns. It’s important to approach the situation with empathy and clarity, emphasizing that feedback is a tool for mutual growth and success. I would ensure that the feedback is specific, actionable, and tied to the project’s goals, avoiding any judgmental tone. By fostering trust and highlighting the value of collaboration, I can help them see feedback as an opportunity rather than a critique. Regular check-ins and positive reinforcement for continuous improvements.

Approach with empathy. Start a two-way conversation to understand their perspective. Share feedback as a path for growth, not criticism. Highlight their strengths, offer actionable suggestions, and reinforce trust—it’s about building, not breaking.

To address a team member resistant to feedback, start by fostering a supportive environment where feedback is seen as constructive, not critical. Approach the individual privately to ensure they feel respected and valued. Use specific, fact-based examples to illustrate your points, focusing on behaviors and outcomes, not personality traits. Encourage a two-way dialogue, actively listening to their perspective. Highlight how the feedback aligns with personal or project goals, emphasizing mutual growth. Provide actionable suggestions and follow up to track progress, reinforcing positive changes to build trust and cooperation.