Your team member ignores feedback. How will you break through their resistance?
When a team member ignores feedback, it can hinder both their development and team progress. To address this, consider these strategies:
How do you handle feedback resistance in your team members? Share your thoughts.
Your team member ignores feedback. How will you break through their resistance?
When a team member ignores feedback, it can hinder both their development and team progress. To address this, consider these strategies:
How do you handle feedback resistance in your team members? Share your thoughts.
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Sometimes a carefully arranged comparison helps. When that team member sees the benefit of that feedback applied on others it can trigger their innate sense to compete and therefore act on that feedback
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🎯 Use the “Mirror Method” -- Ask them to reflect on their own work and identify areas they’d improve, fostering self-awareness. 🎯 Host a “Feedback Relay” -- Involve peers in sharing constructive insights collaboratively, softening the impact of direct criticism. 🎯 Gamify Improvements -- Turn implementing feedback into a friendly challenge with rewards for noticeable progress. 🎯 Show, Don’t Tell -- Demonstrate the benefits of applying feedback through examples or role models. 🎯 Flip the Script -- Ask them for feedback on your own work, opening a two-way dialogue and building trust. 🎯 Celebrate Small Wins -- Recognize any positive changes, reinforcing the value of embracing feedback.
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Enhanced communication skills between the team and follow up on tasks that require action, as well make it part of evaluation appraisal
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Things I have always found helpful is to express , talk and communicate. All sound similar yet they are all done in a private setting . Go for an informal setting , keep it open ended to understand if team member is going through challenges and then express what is impacting and why and then ask for feedback and mention you are there for support Beyond this if things still don’t move , find new ways to get things done ! :)
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Feedback is often perceived as criticism, not as learning opportunity. This is somewhat related with company culture too. Breaking down feedback into actionable points will make it easier for person to see how will certain actions contribute to improved that will benefit both the individual and the company. Saying - you are not collaborating enough with team members won't bring much value. Instead explaining true value of that collaborating, learning opportunities, sharing knowledge, getting over the line faster, all could help person understand why they should take actions from that feedback. Sometimes people don't know what they should do, giving them guidance, rather than just feedback will help person accepting it and learning from it.
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It is very important to have an individual development plan: agree together with the employee steps to be taken to achieve the objective. Providing readings, courses and ongoing support should be part of the process. More than anything, it is essential that the employee understands that they will be heard and understood in their expectations during this process, and also that the plan is for them to grow and add, never the other way around.
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Have a conversation with the team member and explain why feedback is important. As feedback it is very important and helps us to improve.
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A well-applied feedback technique is the sandwich, which highlights positive points and events, as well as points for correction, with facts, showing what is expected - not forgetting to make a commitment at the end. However, there are those who want and accept change, and there are those who do not. It is up to the company and the leader to insist on the employee's adaptation and, if there is no change, to proceed with the replacement - but I understand that the leader must ensure that all options have been exhausted before this approach.
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A well-applied feedback technique is the sandwich, which highlights positive points and events, as well as points for correction, with facts, showing what is expected - not forgetting to make a commitment at the end. However, there are those who want and accept change, and there are those who do not. It is up to the company and the leader to insist on the employee's adaptation and, if there is no change, to proceed with the replacement - but I understand that the leader must ensure that all options have been exhausted before this approach.
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