Que faites-vous si vos collègues résistent aux commentaires constructifs ?

Dealing with colleagues who are resistant to constructive feedback can be challenging task as Changing behaviors and attitudes takes time, so be patient and persistent in your efforts to provide constructive feedback and support your colleagues' growth and development.

Approaching a resistant colleague requires empathy, active listening, and clear communication. Start by understanding their perspective, listen to their concerns without judgment, and express your willingness to collaborate and find common ground. Be patient and respectful, and focus on finding solutions rather than dwelling on differences.

If the colleague is not open for constructive feedback we can implement RCA so as to understand the emotions of person in an empathetic way, may be by putting ourselves into his/her shoes so as to get a crystal clear picture of the situation. It might be possible that person is going through something which he/she need to vent out or may have had past bitter experiences.

Seek to understand why they may be resistant. Make sure they are in an environment where they are prepared for a conversation & willing to receive feedback. Let them know your positive intentions. Provide clear & factual feedback. Give them time & space to come up with proposed solution. If they do not now how to improve situation, work with them on what this could look like. Set clear expectations & timelines. Provide positive affirmations.

Often when getting feedback, people can feel judged, sometimes unfairly. This is especially true if it is unsolicited feedback. It's a great practice to ask the person if they are good with you offering advise, help, thoughts, etc before doing so. Timing mat be wrong or they are not in an emotional space to handle the information well.

Choosing the right timing is crucial when providing constructive feedback to resistant colleagues. Select a moment when they are receptive and not under stress. Avoid addressing issues in public or during high-pressure situations. Opt for a private, calm setting where they can fully engage with the feedback without feeling defensive.

Clear communication is essential when providing constructive feedback to resistant colleagues. Be specific about the behavior or issue you're addressing, offering examples to illustrate your points. Use non-confrontational language and focus on the impact of their actions rather than personal judgments. Ensure your message is understood by encouraging questions and active listening, fostering a constructive exchange of ideas.

Absolute clear and through communication a must! Reiterate if push comes to shove. Understand resilience instead of being aggressive.

Offering support to understand the situation around resistance is key. Perhaps the delivery of feedback wasn’t adequate or perhaps there might be other factors unknown that is best to understand to determine best approach to bridge the resistance. Always reassure the delivery is tailored and that it’s to assure the individual it is a way to improve and guide them towards their career aspirations and not a means to manage them out of the business.

Offering support is crucial when providing constructive feedback to resistant colleagues. Acknowledge their efforts and strengths while addressing areas for improvement. Provide resources, guidance, or training opportunities to help them overcome challenges. Demonstrate your willingness to assist and collaborate in finding solutions, fostering a supportive and encouraging environment for growth and development.

If the business situation is critical change the gear & try diffrent approach like invite for an open discussion by axknowledging one's observation of resistence in a mild tone. At times the so called resistence might be on an impression formed. pen discussion with clear cut agenda time frameline do wonders fo both.

A follow benefits for interdept connect , a follow up keeps the matter live , a follow up Is just like a salt to a dish.

Following up after providing constructive feedback to resistant colleagues is essential for accountability and progress. Check in regularly to see how they are implementing the feedback and offer additional support or clarification if needed. Celebrate their successes and provide constructive guidance for areas that still need improvement. This ongoing communication reinforces the importance of the feedback and demonstrates your commitment to their growth and development.

Create an open environment where they feel comfortable discussing feedback and asking questions. Encourage them to share their perspective as well.

Encouraging dialogue is vital when providing constructive feedback to resistant colleagues. Create an open and safe environment where they feel comfortable expressing their thoughts and concerns. Listen actively and empathetically to their perspective, fostering a two-way conversation. Encourage questions, brainstorming, and collaborative problem-solving to address issues effectively and promote mutual understanding and respect.

Communication tool is the ventilator to a packed spaces in this case relationships/equations Building a module/ mechanism to be able to share inputs/ feedbacks in safe environment supports progression. However patience, rationality and endurance is the key

Constructive Feedback increases the employee’s self-awareness, helps to improve morale and reduces confusion regarding expectations. To help overcome resistance to constructive feedback, we can provide them affirmation. Avoid giving too many negative feedback all at once. Give them the recognition on the efforts they put in work. Share progress. Point out the impact individual growth is having on the team and the company.

Consider the individual's communication style, cultural background, and personal circumstances when providing feedback. Tailor your approach accordingly to ensure it resonates with them. Recognize that change takes time and patience; be persistent yet compassionate in your efforts to support their growth and development.

Les comentare lo que he vivido con relación a la resistencia que presentan algunas personas a recibir comentarios constructivos que permiten hacer crecer a la persona en cuestión y por consiguiente al equipo, primero se debe determinar lo que provoca que la persona tenga esta resistencia , para esto se debe tener una conversación abierta con ella, principalmente evitando las criticas, basándose en la escucha activa y en la observación del lenguaje no verbal que expresa, para poder buscar la puerta de entrada y destrabar la barrera que le impide recibir comentarios propositivos, porque a la hora de hacer feedback debemos ser por esencia propositivos para no hacer sentir que la persona es un problema y que sólo se busca la mejora continua.

En estos casos, no es posible forzar las cosas, no podemos obligar a un colega a considerar observaciones sobre su desempeño por más constructivas que sean. Si el feedback que debemos dar es producto de una evaluación que se hizo y nuestro colega se niega a recibir los resultados, pues luego de hacérselo saber, debemos acudir a la persona que sigue en la jerarquía y hacerle el planteamiento. No querer escuchar opiniones sobre tu propio desempeño va a generar también problemas a la persona llamada a hacerlo dentro de la empresa, y en ese caso hay que buscar una solución. Si no hay consecuencias, respetar la decisión de nuestro colega es lo mejor que podemos hacer, dejándole saber que cuando esté preparado podemos hablar del tema.

If resistance persists, I explain that the feedback is coming regardless. I make it understood that I want it to generate reflection, understanding, and growth. I would not approach the situation with care if I just want to highlight the problem. Highlighting problems alone doesn’t directly benefit anyone, except maybe a narcissist’s ego. Nobody is perfect and we all can benefit from caring interactions that identify areas where we can grow.