Your team member refuses to listen to feedback. How can you get through to them effectively?
When feedback falls on deaf ears, it's essential to approach the situation with tact. Here's how to connect with a resistant team member:
- Personalize your approach. Tailor feedback to their specific work style and preferences.
- Focus on the 'why.' Explain the reasons behind your feedback, making it clear how it benefits the team.
- Offer support. Let them know you're there to help them improve, not just criticize.
How do you engage team members who resist feedback? Share your experiences.
Your team member refuses to listen to feedback. How can you get through to them effectively?
When feedback falls on deaf ears, it's essential to approach the situation with tact. Here's how to connect with a resistant team member:
- Personalize your approach. Tailor feedback to their specific work style and preferences.
- Focus on the 'why.' Explain the reasons behind your feedback, making it clear how it benefits the team.
- Offer support. Let them know you're there to help them improve, not just criticize.
How do you engage team members who resist feedback? Share your experiences.
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You need to begin feedback with what works well. That sets a positive tone. Remind the member and all members that feedback is a gift. When you give the correcting feedback, provide constructive comments instead of, "you did this badly..." Include how to improve.
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Ryan Ng
I help organisations connect with their employees and customers in deep and meaningful ways.
To connect with a team member who resists feedback, start by understanding their perspective. Use open-ended questions to uncover any concerns, and listen actively to show you value their views. Next, frame feedback as a path to their growth, using collaborative language like, “How can we work on this together?” This shifts the focus to shared goals. It’s helpful to be specific—focus on behaviors and impacts rather than generalities. Reinforce their strengths so they see feedback as a way to elevate their contributions. Lastly, follow up consistently as lasting change comes from ongoing support, patience, and open dialogue.
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Certains collaborateurs trouvent les feedbacks inutiles. Cela est généralement par la peur de partager son avis profond avec le reste de l'équipe. La première chose à faire pour emboîter le pas c'est de montrer à ceux qui sont présentent une réticence que les feedbacks sont essentiels pour l'amélioration de la performance. Et que chacun à son mot à dire dans une équipe. Un paysan dans l'âme 💚
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É essencial abordá-lo com empatia e estratégia, fazendo com que o membro da equipe se sinta valorizado e seguro, mantendo o respeito e comunicação aberta, evitando criar um ambiente de confronto.
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