Os membros da sua equipe resistem ao feedback sobre seu desempenho. Como você pode lidar efetivamente com a resistência deles?

To effectively address your team members' resistance to feedback, create a supportive and open environment where they feel comfortable receiving and learning from constructive criticism. Encourage open communication, provide specific and actionable feedback, and offer resources and support to help them improve. Celebrate their successes and acknowledge their progress to build trust and motivation. Remember, change takes time, so be patient and persistent in your approach.

Team members resisting feedback on their performance is a sensitive issue and before taking any step for resolution, you need to understand the whole situation. People often resist feedback due to various reasons such as past negative experiences, fear of failure or because they have a different perception regarding their performance and efficiency at work. The reason behind resistance can only be understood by actively listening to the team member's viewpoint. Only when you've understood/analysed the root cause of the problem, you can tailor your approach to resolve the issue.

Ich würde zunächst darauf achten eine solide Vertrauensbasis zu schaffen um Widerstände gegen Feedback zu minimieren. Für mich wäre es entscheidend, dass meine Teammitglieder verstehen, dass Feedback nicht dazu dient sie zu kritisieren sonder sie in ihrer Entwicklung zu unterstützen. Ich pflege dafür eine offene, faire und transparente Kommunikation. Zudem stelle ich immer sicher, dass ich meine Versprechen halte. Regelmäßige Rückmeldungen und das Einbeziehen der Teammitglieder in Entscheidungsprozesse können ebenfalls helfen Vertrauen aufzubauen. Sobald dies geschehen ist, wird es auch als Förderung von Wachstum und nicht als Bedrohung wahrgenommen.

One of the major reasons for resistance to the feedback provided is a lack of trust. As a team leader, it's your responsibility to build trust and a safe space for the growth of your team members. Your efforts in building this safe space will encourage participation from team members and reduce the feeling of discrimination if any. Consistent, transparent and fair treatment when addressing the performance of the team members at work, builds trust, and this trust becomes a source of development, reducing resistance to the feedback provided.

Communicating feedback is a difficult and important task at the same time. You must keep in mind, how the delivery of the feedback is received. Commenting on the personal beliefs or personality traits of the concerned member should be avoided when addressing the issue. Rather than talking about differences in perceptions or opinions regarding performance improvement, provide clear and actionable steps or insights. Encourage two-way conversation, listening and allowing them to express their viewpoints or concerns. Sticking to the intention of the dialogue, that is improvement in efficiency and performance of the team member, fosters a feeling of being valued and reduces resistance in acting upon the feedback provided.

The majority of the issues can be solved when checking in regularly with team members for example, on a weekly basis, having a performance review meeting. Because the timing of providing the feedback is extremely important. Choosing the wrong moment like, already a stressful situation for the concerned member or when they are preoccupied with some other tasks can lead to resistance in acting upon the feedback provided. Hence, weekly check-ins with your team regarding their performance or overall progress in the project is a great way to normalize feedback and one-on-one discussions helping to reduce the resistance to acting upon the feedback.