Su equipo está rechazando nuevos procesos de retroalimentación. ¿Cómo puedes vencer su resistencia?

If your team is not accepting the new feedback processes, you did it all wrong. Feedback is a critical component in both personal and professional development. When properly utilized, it can greatly enhance productivity, strengthen relationships, and boost overall satisfaction. Research from Harvard Business Review shows that 57% of employees prefer corrective feedback, 72% believe their performance would improve if their managers provided corrective feedback, and 92% agree that negative (redirecting) feedback, if delivered appropriately, is effective at improving performance. People want feedback, and next time you introduce a new feedback process, make sure you include your people's perspective on how they want to see it and use it.

Feedback is a vital element of our personal and professional development. But in order for input to have tangible benefits it must be supportive. The fact is there’s a huge difference between feedback and criticism. Feedback is helpful and constructive; criticism is hurtful and damaging. • Build people up rather than tearing them down. Compliment people in public; present their shortcomings in private. Avoid shaming or threatening the recipient at all costs. • Focus on the act. Base your input on the recipient’s actions rather than on demeaning the person. • Be constructive. Make your input actionable rather than general. • Be honest and direct. Tell it like it is. This will ensure that nothing is left to the imagination.

Tudo que é novo, gera desconforto. Portanto, precisamos falar dos motivos da necessidade de mudança. Além de ouvir as dores do time para que sejam alinhadas as expectativas dentro da necessidade da companhia e dos colaboradores.

To address resistance to feedback, the solution involves fostering a culture of open communication and continuous improvement. Start by creating a safe and supportive environment where feedback is seen as a tool for growth rather than criticism. Leaders should model openness to feedback, demonstrating its value and encouraging a mindset shift. Provide training on how to give and receive feedback constructively, emphasizing the importance of listening, reflecting, and acting on the input. Regularly celebrate improvements that result from feedback to reinforce its positive impact. Ensuring feedback is specific, actionable, and delivered in a respectful manner can reduce defensiveness and increase acceptance.

I agree 💯 with what others have posted here. I would add a few strategies that I have found helpful: (1) Tie the new process to the strategic plan, mission, and / or vision. (2) Demonstrate how the new process will address a previously identified "pain point." (3) Work through a few test cases as a team to level set how the new process will be implemented / used.