A team member keeps dismissing your constructive feedback. How do you address this challenge?
When a team member keeps dismissing your constructive feedback, it can hinder progress and morale. To tackle this, consider these practical steps:
How do you handle feedback challenges in your team?
A team member keeps dismissing your constructive feedback. How do you address this challenge?
When a team member keeps dismissing your constructive feedback, it can hinder progress and morale. To tackle this, consider these practical steps:
How do you handle feedback challenges in your team?
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"Dealing with feedback challenges requires a balance of empathy and assertiveness. I agree that creating a safe, private environment for discussion is crucial—people are more receptive when they don't feel defensive. Using specific examples makes the feedback tangible and harder to dismiss, as it grounds the conversation in observable actions. Additionally, I find it helps to approach the discussion with curiosity rather than criticism. Asking questions like, ‘What challenges do you see with implementing this feedback?’ or ‘How do you think this could be improved?’ often shifts the dynamic from confrontation to collaboration. In my team, I emphasize a culture where feedback is seen as a tool for growth, not judgment.
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If a team member dismisses your constructive feedback, ensure it's clear, specific, and respectful. Discuss it privately, explaining how it aligns with team goals and their development. Ask for their perspective to understand any underlying concerns, like misunderstandings or defensiveness. Listen actively and adjust your approach if needed. Emphasize that your goal is to support their growth, not criticize, and offer help to make improvements. A two-way dialogue can help shift their mindset and foster a more open response.
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Dealing with such a situation, I would do this: - Scheduled a 1-2-1 meeting with the member to understand the reason behind them. - I will try to first let them understand that this is a positive feedback, and it's not personal - to clear the air. - After that, I will focus more on the impact of that feedback, so they have a good understanding behind it. - Then I will encourage them to collaborate in giving constructive feedback because it's a team practice and not only about me. This approach fosters open dialogue and safe environment to build trust and make everyone comfortable to work in.
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Maybe the way we're giving the feedback is not effective. Here's some way to address this challenge as a leader: 1. Praise, address the problem, then suggest solution - is the basic way to give feedback. Highlight the points and details you want to change. 2. Encourage them to share their view on the problem, don't dismiss their ideas and opinions! 3. Think of a solution together and redelegate tasks if necessary.
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One of my jobs is to ensure all authorized drivers must follow the rules of the road. At first, I just did not give effort as sometimes due to the call of the job. It was just small violations but it keeps growing in numbers. I selected the most vocal person. We had our private talk. I discussed him the importance of following the safety on the road. I mostly asked questions during the conversation and he was able to give the answer. Lastly, I asked him why he did over speeding? He smiled and assured me he will now follow the speed limit. Since then, he followed the speed limit and other drivers started to follow him also. Talked to the person and give him chance to change. But for those won't change, fire him as the last resort.
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Addressing a team member who consistently dismisses constructive feedback can be challenging, but there are effective strategies to manage this situation. First, it’s essential to understand the root cause of their defensiveness. Often, individuals may react negatively to feedback due to fear of failure, lack of confidence, or previous negative experiences with criticism. Engaging in a one-on-one conversation can help uncover these underlying issues and create a safe space for dialogue .
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