Comment gérez-vous la résistance d’un membre de l’équipe sous-performant lorsque vous fournissez un feedback constructif ?

Listening and responding with empathy shows that you care and are interested in them individually. It shows that you are a human being relating to their situation or understand the obstacles or resistance that they face. Most importantly, you can then offer honest feedback to overcome resistance for success and help them understand that you value them. People value people they trust!

Handling resistance from an underperforming team member during constructive feedback requires empathy and clarity. Start by creating a safe space for the conversation, ensuring the feedback is framed around growth, not criticism. Be specific, using clear examples of underperformance and focusing on how it impacts the team. Actively listen to their perspective to understand any underlying issues. Collaboratively develop a plan with actionable steps and set clear expectations. Offering ongoing support and regular check-ins can help reduce resistance and show that you’re invested in their success.

As a leader first step is to display high emotional intelligence and not fall into the mode of arguing with the individual who is becoming defensive but rather empathizing and providing candid response while also showing the brighter prospects of implementing the feedback in a calmer tone. The key is to bring clarity to their sense of misunderstanding and make them realize that feedback is a gift that help improve their performance and potential leading to their success.

In my experience, I work on relating with them by understanding that it may be hard to receive feedback. I share with them that one of the things I have personally learned when receiving feedback that I didn't always agree with, or resisted, is that there is always "some" truth in all feedback and it's up to the receiver to decide how they want to interpret and learn from. I have found that this takes the "fear" out of the equation and puts the responsibility on the employee.

No one benefits from wish washy objectives or standards Be clear with your expectations , and even clearer on if they are being met (or not) It’s really simple

Una de las cosas más desafortunadas en la vida laboral es cuando un colaborador piensa que está haciendo bien su trabajo y su jefe no está de acuerdo. No hay mala voluntad en las partes, simplemente las expectativas no han sido explícitas. No es suficiente, desde mi perspectiva, “ decirle” a un colaborador lo que se espera de él. Siempre es necesario la validación que nos indique que el colaboro entendió perfectamente con ejemplos prácticos, cuál es la expectativa de su persona o de su posición.

I would first make the team members understand how he is underperforming. The team member may think that he is performing right to the point, but then he/she needs to understand the difference between the actual right vs what he thinks he/she is right by collecting enough data points. Providing this insight will help him change his resistance to acceptance

When dealing with underperformance, it's important to prioritize clarity. Clearly articulating expectations is key to preventing misunderstandings and ensuring that employees fully understand where they may be falling short and how they can make improvements. By offering straightforward and specific feedback, you lay out a clear and actionable plan for making necessary corrections, which is essential for achieving better results.

Una parte de actuar con transparencia es declarar abiertamente y en conjunto, los objetivos y expectativas que se esperan de tus servicios profesionales y de tu comportamiento. Y evidentemente, antes de exigir necesitamos primero nosotros como líderes el saber actuar con coherencia y dar el ejemplo.

Provide feedback that is specific, actionable, and focused on improvement. Avoid vague criticisms and instead give concrete suggestions on how the team member can improve. Example: Instead of saying, "You need to work faster," provide actionable feedback like, "I’ve noticed that the code reviews are taking longer than expected. Perhaps we could pair program on the next few tasks to help speed things up and ensure we’re meeting our deadlines." Book Recommendation: Thanks for the Feedback by Douglas Stone and Sheila Heen: This book explores how to give and receive feedback effectively, focusing on actionable steps.

When delivering the feedback, I would focus on providing actionable suggestions. I’d avoid vague criticism and instead offer specific, practical steps that the team member can take to improve their performance. For example, if they’re struggling with time management, I might suggest tools or techniques they can use to better organize their tasks. Actionable feedback gives them a clear path forward and makes it easier for them to understand what changes are needed.

Provide specific, actionable feedback that focuses on behaviors and outcomes rather than personal attributes. This makes it easier for the team member to understand what needs to change. Example: "In the recent project, the deadlines were missed, which impacted the team. Let's discuss how we can manage timelines more effectively moving forward."

Develop a follow-up plan to monitor progress and offer support. This shows that you are committed to helping the team member improve and that their performance is being taken seriously. Example: After providing feedback, schedule regular check-ins to discuss progress. You might say, "Let’s touch base at the end of each day this week to review what’s been accomplished and identify any blockers. I’m here to help you succeed." Book Recommendation: The Coaching Habit by Michael Bungay Stanier: This book provides techniques for managers to build coaching habits that encourage continuous improvement in their teams.

To ensure that the feedback leads to improvement, I would work with the team member to develop a follow-up plan. This plan might include setting short-term goals, scheduling regular check-ins, or providing additional resources or support. A follow-up plan demonstrates my commitment to their development and holds both of us accountable for tracking progress. It also provides a structure for continued improvement and reduces the likelihood of the same issues recurring.

Collaboratively develop a follow-up plan that outlines clear steps for improvement and sets measurable goals. This shows your commitment to their success and holds both parties accountable. Example: "Let's create a plan together with specific milestones to help you get back on track. We'll check in weekly to monitor progress."

People can interpret feedback as criticism. It makes them feel less important or recognized. It also feeds their imposter syndrome. The key is ensuring the other person understands that you are an ally, a mentor guiding them towards improvement, not an enemy or competitor. As part of the C4E book and masterclass, I created seven rules for receiving feedback. Teach them that this is how they should react: 1. Be happy someone takes the time to help you grow. 2. Celebrate the feedback as a gift. 3. Use active listening and repeat what they said. 4. Avoid fighting the feedback. 5. Resist the temptation of putting up defenses. 6. Realize that feedback is a game of perception. 7. When they give you feedback, thank them.

If the team member becomes defensive or resistant, address the conflict calmly and constructively. Focus on the issue at hand rather than personalizing the conflict. Example: If the team member responds negatively, you could say, "I understand this feedback might be difficult to hear, but my goal is to help you succeed in this project. Let’s discuss how we can work together to overcome these challenges." Book Recommendation: Crucial Conversations by Kerry Patterson, Joseph Grenny, Ron McMillan, and Al Switzler: This book provides strategies for having difficult conversations, especially in high-stakes situations.

If resistance persists, I would address any underlying conflict directly but tactfully. I’d invite the team member to share their perspective on the feedback and discuss any concerns or frustrations they might have. By addressing the conflict openly, I can identify any misunderstandings or misalignments that need to be resolved. This approach helps to clear the air and ensures that we’re both working towards the same goals, fostering a more collaborative relationship.

If resistance continues, address any underlying conflicts directly but professionally. Encourage open communication to identify obstacles that may not be immediately apparent. Example: "It seems there's some hesitation about these changes. I'd like to understand your perspective so we can find a solution together."

Continue offering support even after the initial feedback and follow-up plan. Regularly check in to see how the team member is doing and provide additional guidance or resources as needed. Example: In the banking project, after the initial improvement phase, continue to support the team member by providing them with opportunities for growth, such as pairing them with a mentor or offering training resources. You could say, "I’ve seen some great progress in your recent work. If you ever feel stuck again, don’t hesitate to reach out. We’re in this together." Book Recommendation: Leaders Eat Last by Simon Sinek: This book discusses how leaders can create an environment of trust and support, leading to better team performance.

I would offer continuous support throughout their improvement journey. This might involve providing ongoing coaching, offering encouragement, or recognizing small wins along the way. Continuous support shows that I’m invested in their success and that they’re not facing the challenges alone. It also helps to build their confidence and resilience, which can be crucial in overcoming resistance and achieving sustained improvement.

1. Prepare for the Conversation - Gather specific examples of underperformance. 2. Create a Safe Environment - Choose a private setting to discuss the feedback. 3. Use Active Listening - Allow the team member to express their thoughts and feelings. 4.Be Clear and Specific - Clearly outline the areas of concern and provide concrete examples. 5. Encourage Dialogue - Ask open-ended questions to engage them in a conversation about their performance. 6.Focus on Solutions - Collaboratively discuss strategies for improvement. 7.Follow Up - Schedule regular check-ins to monitor progress and provide ongoing feedback. 8. Stay Calm and Professional - Remain composed, even if the conversation becomes difficult.