Voici comment vous pouvez gérer un membre de l’équipe résistant lorsque vous donnez du feedback dans l’informatique.

When facing resistance, understanding the underlying causes is key. Team members may feel uneasy or misinterpreted. Engage in active listening and use the Socratic method—asking probing questions to explore their concerns deeply. This approach shows empathy and helps identify core issues. Balancing firmness with fairness when managing expectations demonstrates strong negotiation skills and earns respect. By fostering open dialogue and clear communication, you create a constructive, collaborative environment where challenges can be effectively addressed.

🧠 Identify Root Causes: Before giving feedback, try to understand why the team member might be resistant. It could be due to personal issues, misunderstanding, fear of criticism, or previous negative experiences. 🤔 Empathy and Observation: Use empathy and observation to gauge their feelings and concerns. This understanding will help tailor your approach. 📊 Example: If a developer seems resistant to feedback, consider if they are overwhelmed with work or if there were past instances where feedback wasn't well-received.

Take time to understand the reasons behind their resistance. It could stem from various factors such as misunderstanding, fear of change, or personal issues.

One thing I've found helpful is listening to your team member's point of view and opinions. If he's resistant with feedback, he's probably unhappy with something at work and you should find out why. However, keep in mind that your idea is giving this person some feedback so don`t lose your sight of being objective on this, specially if it`s not a positive one.

Empathy and Inquiry: One of the most effective strategies I’ve employed is initiating one-on-one discussions to create a safe space for team members to voice their concerns. During these conversations, I focus on empathy and actively listen to understand their feelings and perspectives. Questions like, "How are you feeling about this change?" and "What concerns do you have?" help open up a genuine dialogue. Creating a Safe Environment: Ensuring that the team member feels heard and valued is essential. I reassure them that their input is crucial and that there are no wrong feelings or questions. This approach helps to reduce anxiety and builds trust.

🎯 Create a Positive Environment: Ensure the conversation starts on a positive note. Choose a private, comfortable setting to discuss feedback without interruptions. 🌟 Be Respectful and Calm: Approach the conversation with respect and a calm demeanor to reduce defensiveness. 💬 Example: Begin with, “I appreciate the hard work you’ve put into this project. I’d like to discuss some ways we can improve our processes even further.”

Approach the feedback conversation with empathy and a constructive mindset. Create a safe and respectful environment where the team member feels comfortable expressing their concerns.

Encontramos profissionais na área de TI extremamente rebelde, apesar de ter uma capacidade técnica excelente. Em alguns casos o tom de voz do Líder influencia muito. Ao lidar com este tipo de situação

🫱🏽🫲🏽 Start with connection: Ensure to start the conversation with a real conversation, asking about how your employee is, if he`s okay, what he`s done on the weekend, etc. This creates a sense of empathy, creates connection and helps creating a more receptive environment for feedback. For more information, search for "Rapport". 😌 Keep your mind cool: Remember that feedback is something to help your employee and you are doing something good for him. Besides your efforts, if the person is not open to receive this with open arms, don't argue and keep in mind that you are doing your part.

Hay mucha información con respecto a esto, técnicas y guiones para llevarlo a cabo. En mi experiencia creo que lo más importante es un tono neutro, donde no se desmerite el objetivo de lo que se quiere. Por supuesto que ambiente tranquilo, lenguaje corporal, distancia con respecto a la persona, hacen que las conversaciones sean más efectivas.

📋 Use Clear Examples: Provide specific instances and data to support your feedback. Avoid vague statements and focus on concrete actions and outcomes. 🎯 Focus on Behavior, Not Personality: Address specific behaviors or actions rather than making it personal. 📊 Example: Instead of saying, “You’re not performing well,” say, “The last three reports were submitted late, which affected our project timeline. Let’s discuss how we can manage this better.”

Provide specific examples and actionable feedback. Avoid vague or generalized statements, and focus on concrete behaviors or outcomes that need improvement.

É importante esclarecer a importância do feedback no projeto ou na equipe, já que na maioria das vezes outros profissionais da equipe de projeto espera este feedback para dar continuidade a sua própria atividade, eu geralmente crio documentos para que os mesmos possam alimentar diariamente.

Be objective and clear with examples of the attitudes you think could've been better. The SBI feedback model (search about it) it's a very good idea to follow for each point of discussion: 🏳️ Situation: When did this happen? 🏴 Behavior: What was the behavior you would change/you want to help improve? 🚩 Impact: What is the negative impact of doing the way your employee did? This way your employee knows exactly when it happened, what he has done "wrong" and why it's not the best way of doing it. ⛳ Example: "John, on the last meeting with the client you showed up 7 minutes late and everybody was already there waiting for you. This way the client may think we don't respect its time or we are not organized. For next meetings, let's try..."

❤️ Show that you care and want to help. You are doing this for your employee to improve and be a better person and professional. 🫱🏽🫲🏽 Offer help with resources, suggestions and ideas to help your employee become better. Maybe he doesn't know what to do, so give him some direction. ⛳Example: "Look, there was a time where I was exactly where you are now and I've improved my speech skills by practicing with my family members and friends once or twice day. It worked for me... what do you think about trying this?"

🤝 Provide Resources and Assistance: Offer help and resources to address the issues raised in the feedback. This could include training, mentoring, or adjusting workloads. 💡 Collaborative Solutions: Work together to develop an action plan that outlines steps for improvement and support needed. 📈 Example: “I noticed you’ve been struggling with the new software update. Let’s set up a training session, and I’m here to help if you have any questions.”

Offer your assistance and support to help the team member address their challenges. Provide resources, training, or mentorship opportunities to facilitate their growth and development.

Creio que o treinamento e palestras orientativas são muito importantes para tentar reverter esses casos. Como citei anteriormente, documentos que acompanhem estes feedbacks excelentes.

Resistance can sometimes stem from feelings of being overwhelmed or uncertain about how to improve. To counter this, offer support and resources to help the team member address feedback effectively. This could include providing additional training, mentorship, or simply being available for further discussion. Showing that you are invested in their growth helps to reduce resistance and fosters a positive response to feedback. Collaborative solutions are key; work together to develop an action plan that outlines steps for improvement and support. By demonstrating that you care and are committed to their professional development, you create an environment where team members feel valued and motivated to embrace feedback.

🔄 Regular Check-Ins: Schedule follow-up meetings to monitor progress and provide ongoing support. This shows your commitment to their improvement and helps build trust. 📅 Reinforce Positive Changes: Acknowledge improvements and provide positive reinforcement to motivate continued progress. 📝 Example: “Let’s check in next week to see how the new workflow is going. I appreciate the effort you’re putting into this.”

Follow up with the team member regularly to track their progress and provide ongoing support. Offer encouragement and acknowledgment of any improvements made.

🗣️ Invite Feedback: Encourage the team member to share their perspective and feedback on the situation. This helps create a two-way conversation and fosters mutual understanding. 💬 Active Listening: Listen actively to their concerns and be open to their suggestions. Validate their feelings and work together to find solutions. 🤝 Example: “I’d like to hear your thoughts on this. How do you feel about the current workload and the feedback I’ve provided?”

Reuniões, debates e acompanhamentos resolvem realmente a maioria dos problemas, além de atualizar o cronograma de projeto, caso haja atrasos por conta de algumas atividades não poderem ter sido atendidas a tempo.

Schedule "No-Agenda" Meetings: I set up regular, informal check-ins with team members. These meetings have no specific agenda, allowing team members to bring up any concerns freely. Use the "What-Why-How" Technique: When discussing changes or feedback, I ask: What do you think about this change? Why do you feel that way? How do you think we could improve the approach? Conduct Regular Retrospectives: After each project phase, we hold team discussions to reflect on what worked, what didn't, and how we can improve.

🤔 Cultural Sensitivity: Be mindful of cultural differences that might influence how feedback is perceived and delivered. 🤔 Tailored Approach: Adapt your feedback approach to suit the individual’s personality and working style. Some may respond better to direct feedback, while others may need a more gentle approach. 🌟 Example: If a team member comes from a culture where direct criticism is frowned upon, frame feedback in a way that focuses on collaborative improvement rather than individual shortcomings.