What do you do if your team members are not receptive to constructive feedback after delegating tasks?

Delegating tasks is a critical component of team management, but it can be challenging when team members are resistant to feedback. You might find yourself in a situation where, despite your best efforts to provide constructive criticism, your team isn't responding well. This can create a tense environment and hinder the growth and productivity of your team. Understanding how to navigate this delicate situation is essential to maintaining a positive work atmosphere and ensuring that your team can learn and improve from each experience.

1 Assess Reactions

When you notice resistance to feedback, take a step back and assess the situation. Consider how you're delivering the message. Is it clear and empathetic? Feedback should be specific, actionable, and delivered in a manner that shows you're invested in your team's growth. Ensure that your tone is not accusatory but rather supportive. Sometimes, it's not what you say but how you say it that makes all the difference. Encourage an open dialogue by asking for their perspective and be prepared to listen genuinely to their concerns.

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Alice Deoli

| Graduanda em Engenharia de Produção (UFRN)
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A cultura de feedback, tem por objetivo desenvolver, motivar e engajar talentos. Ao avaliar as reações do receptor, é importante refletir sobre: 1. Opte por momentos estratégicos; 2. Ouça atentamente, encorajando o diálogo aberto; 3. Ganhe credibilidade, defendendo seus valores e zelando por uma imagem profissional. Ao errar, é importante ser coerente, reconhecer ajustar. 4. Procure ser sua melhor versão, empático e firme em suas palavras e ações. Sempre com humildade

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2 Improve Clarity

If resistance persists, it might be due to a lack of clarity in the delegated tasks or the feedback itself. Ensure that your expectations are well-defined from the outset. When providing feedback, be as precise as possible, using examples to illustrate your points. This helps team members understand exactly what they need to improve. Clear communication is a two-way street; encourage them to ask questions if they're unsure about the task or your feedback. This can help clear up any misunderstandings and pave the way for better reception.

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Alice Deoli

| Graduanda em Engenharia de Produção (UFRN)
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Após ambos os lados refletirem juntos sobre os acertos, erros e pontos a serem trabalhados, certificar que tudo está claro, é crucial. Gere um ambiente seguro para perguntas e opiniões. Ao passar um feedback, certifique-se de que será registrado/documentado, isso pode evitar futuras dúvidas sobre o que foi comentado, tanto positivamente quanto aos pontos a serem melhorados, com certeza irá ajudar ambas as partes.

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3 Foster Trust

Building trust is essential for feedback to be received well. When team members trust that your feedback is aimed at helping them succeed, they're more likely to be receptive. Show them that you value their contributions and are there to support their development. Recognize their strengths and achievements alongside areas for improvement. A balanced approach reassures team members that their efforts are appreciated, making them more open to discussing areas where they can grow.

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4 Adjust Approach

If a direct approach isn't working, consider adjusting your feedback method. Some individuals may respond better to written feedback that they can process in their own time, while others may benefit from a more interactive, face-to-face conversation. You might also try framing feedback within the context of the team's goals, highlighting how their work contributes to the bigger picture. Tailoring your approach to fit the preferences of your team members can lead to a more positive response.

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5 Encourage Self-Reflection

Encourage your team to engage in self-reflection. This empowers them to identify their own areas for improvement and take ownership of their development. Provide tools or frameworks for self-assessment that align with the feedback you've given. When team members come to conclusions on their own, they're more likely to be receptive to external feedback that echoes their self-assessment. This also fosters a culture of continuous improvement within the team.

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Alice Deoli

| Graduanda em Engenharia de Produção (UFRN)
Report contribution
Também podemos chamar de treino de elevação, quando pontuamos algo que pode estar prejudicando o desenvolvimento do colaborador, fazendo-o refletir sobre onde está o erro e onde pode realizar melhorias. Essa abordagem, faz com que o colaborador desenvolva-se de forma eficaz, ou seja, fazer de forma certa e alcançar o objetivo.

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6 Support Development

Lastly, offer support and resources for development. If team members are struggling with certain skills or tasks, provide training or mentorship opportunities. Make it clear that you're invested in their growth and willing to help them improve. This shows that you're not just critiquing their performance but actively assisting them in overcoming challenges. By providing a clear path for development, you can help alleviate any defensiveness and encourage a more positive response to feedback.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What do you do if your team members are not receptive to constructive feedback after delegating tasks?

1

2

3

4

5

6

7

1 Assess Reactions

2 Improve Clarity

3 Foster Trust

4 Adjust Approach

5 Encourage Self-Reflection

6 Support Development

7 Here’s what else to consider

Interpersonal Communication

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What do you do if your team members are not receptive to constructive feedback after delegating tasks?

1

2

3

4

5

6

7

1 Assess Reactions

2 Improve Clarity

3 Foster Trust

4 Adjust Approach

5 Encourage Self-Reflection

6 Support Development

7 Here’s what else to consider

Interpersonal Communication

Rate this article

Thanks for your feedback

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