Your team member keeps disregarding feedback. How can you get through to them effectively?

I have had a few team members who struggled with understanding feedback. They often refused to acknowledge their shortcomings, insisting they were meeting expectations. Initially, I spent time arguing, and then just agreed to disagree to avoid confrontation. Over time, I developed a different approach. Whenever a candidate missed something, I would highlight it immediately. Instead of being confrontational, I made it a fun joke. This approach consistently worked for my team. Key learning: Instead of waiting for a formal feedback session, address each point as it happens. Using an easy-going tone, most people will be more receptive and strive to improve.

If there is a proper system in place for measuring progress or change, feedback will never be ignored. It is human tendency to ignore feedback if one believes it is not going to be tracked, but if the system is in place and progress is measured, feedback will only help the member and they will take it seriously. Create systems, and let them do the work. Unfortunately if they don't show progress then they have to take ownership for it. Plain and simple.

To effectively get through to a team member who keeps disregarding feedback, approach the situation with empathy and clarity. Schedule a private meeting to discuss the feedback in a constructive manner. Clearly explain the specific issues and their impact on the team or project, providing concrete examples. Listen to their perspective and understand any underlying reasons for their resistance. Collaborate to develop actionable steps for improvement and offer support, such as additional training or resources. Reinforce the importance of feedback for their professional growth and the team's success. Follow up regularly to monitor progress and maintain open communication.

1. Listen first: Understand their perspective. 2. Acknowledge feelings: Show empathy towards their reactions. 3. Clarify expectations: Ensure they understand the feedback. 4. Provide examples: Use specific instances to illustrate points. 5. Encourage dialogue:Foster open discussion to address concerns. 6. Follow up: Reinforce feedback over time to encourage growth.

Creo que la puerta para una comprención en el Feedback efectivo va directamente relacionado con 3 factores : 1) Centrarte en el crecimiento genuino de la persona a la que vas a dar Feedback 2) Comprensión de el mensaje que expresa, con atención plena. 3) Conocer el perfil al que vas a dar Retroalimentación, desde el conocimiento el Feedback comienza a tener sentido.

Personalize feedback for impact! Tailor your approach to their communication style. Direct or supportive, make it relevant and actionable for growth, not criticism.

Entender as individualidades da equipe é fundamental. Ao adaptar a maneira como o feedback é entregue, é possível torná-lo mais receptivo. Cada pessoa tem um estilo de comunicação e personalidade únicos, e reconhecer isso faz toda a diferença. Isso mostra um respeito genuíno pelas características individuais e pode transformar a recepção do feedback em um momento positivo e de trocas.

Start by understanding their communication style, motivations, and professional goals. Observe how they respond best to information - through direct conversations, written notes, or collaborative discussions. Schedule a one-on-one meeting to discuss the feedback in a non-confrontational manner, expressing empathy and understanding. Highlight the positive aspects of their work before addressing areas for improvement, and provide specific, actionable suggestions. Align the feedback with their personal goals and how it can help them succeed.

Empathic leaders for the win! Tailoring feedback to the individual is crucial, as each person's receptivity and growth are shaped by their distinct perspective and experiences. By acknowledging and respecting these differences, we can deliver feedback that resonates, motivates, and empowers, rather than simply informing. By adapting our approach to the unique needs and preferences of each team member, we foster a culture of constructive growth and development.

A couple of things can be helpful: 1. Provide constructive feedback with examples where possible and not vague statements so that one can work on it 2. Also, help the person understand that it's going to help get their work get better and help them gain good visibility 3. Ensure the tone and language of delivery is structured and focused on the issue alone while upholding the respect of the individual

Connect feedback to goals! Show how it benefits them (growth, career) and the team (project success). Relevant feedback = motivated improvement.

Vincular o feedback aos objetivos pessoais e coletivos é uma estratégia poderosa. Quando a equipe vê como suas ações impactam diretamente no sucesso coletivo e em seus próprios objetivos, a motivação para agir de acordo com o feedback aumenta consideravelmente. A clareza em como as melhorias contribuirão para o progresso pessoal e da equipe é fundamental.

Start by scheduling a private one-on-one meeting in a neutral setting. Express your concerns clearly and use specific examples to illustrate the issue. Ask open-ended questions to understand their perspective and any challenges they might be facing. Emphasize the importance of feedback for their growth and the team's success. Collaboratively discuss solutions and set clear, achievable goals. Offer your support and plan regular follow-ups to monitor progress and provide ongoing encouragement.

It’s always WE. We will work it out and let me help you by showing you. We in this together. That’s why we are a team. Plan 1 on 1 meetings so you can check the progress from the team members side as well as your side.

Offer Continuous Support. -After delivering feedback, follow up with your team member to ensure they feel supported. Reinforce that you are there to help them through the process. Provide Resources. -Identify and offer resources that can help them improve. Such as additional training programs, workshops, or educational materials. Suggest a mentor who can guide them based on their own experiences and expertise. Mentorship offers a personalized support system and another perspective. Encourage Peer Support. -Foster a culture where team members support one another. Encourage collaboration.

Não basta apenas entregar o feedback; oferecer suporte contínuo é ferramenta basica de qualquer gestor. Programas de mentoria, treinamentos adicionais e check-ins regulares são maneiras eficazes de assegurar que o colaborador está no caminho certo. Isso demonstra comprometimento com o desenvolvimento da equipe e cria um ambiente de apoio e crescimento.

Support after feedback! Offer resources, check-ins, or mentorship. Show investment in growth; make feedback a springboard, not a dead end.

It's imperative to establish an atmosphere of trust within the team. This sense of trust will enable team members to leverage their diverse skills and knowledge to drive the organization toward its goals and mission.

Feedback loop for growth! Monitor progress, praise improvements, offer support. Formal plans if needed. Consistent follow-up = development and accountability.

O acompanhamento é indispensável para garantir que o feedback está sendo implementado de maneira eficaz. Reconhecer e celebrar pequenas melhorias mantém a motivação alta e incentiva o progresso contínuo. Quando necessário, implementar planos de melhoria mais estruturados pode ser necessário para alcançar os resultados desejados.

Exhausted all options? Explore underlying issues (skills mismatch, personal challenges). Open dialogue for solutions. Role changes can turn resistance into engagement.

Motivational interviewing can help in understanding the root causes of resistance to feedback. I employed this technique with a team member who was resistant to change. By asking open-ended questions & reflecting on their responses, I discovered that their reluctance stemmed from a fear of failure. This insight allowed me to address these fears & provide reassurance, making the member more receptive to constructive criticism. Demonstrating the desired behaviour through role modelling can be highly effective. I consistently applied the feedback I received & openly discussed my improvement process with the team. For instance, after receiving feedback on my delegation skills, I implemented changes & shared the positive outcomes with the team.

- Demonstrate with actionable insights citing motivational examples - Join hands with the former to be receptive of their feedback - communicate the merits in crystal clear manner - Reiterate how your actions and feedback solidify to bring small (may be one at a time ) but remarkable change in him.

One thing I've found helpful is to recognize that everyone has different communication styles and preferences. By adapting to these differences, we can create a more inclusive and effective feedback culture.

Feedback and behavioural change is a process, not an event. Make sure your expectations are realistic. This is also why, giving feedback early and often is emphasised. Balance challenge and support at every stage. Managers start by being very supportive, but as the process drags on, patience wears out and they withdraw support, focusing on challenge alone. This is not effective in bringing about behavioural change. Use a strategy of escalating consequence. Often, discussion about personal consequences for the team members is held off until very late. A better strategy is to start talking about consequences early - and often, early resolution means consequences are less onerous- for the individual and the organisation.

1. What are the core values of the person ? The conversation is always more productive if you know what drives and motivates the others 2. When you hire the person - do you have a list of core values required for this particular business, teamwork, achievements? It’s good to offer help but if the core values differ too much the process could be long, tiring and frustrating 3. What is the level of the feedback? Do you really understand each other? Time passed, your expectations might differ from the results. As mentioned above, there should be some clear targets and measurements