Your team member is resistant to feedback. How can you break through their barriers?

Approach the conversation with empathy and curiosity. Start by asking open-ended questions to understand their perspective and concerns, which shows that you value their viewpoint. Frame the feedback as a collaborative effort to help them achieve their goals, rather than as criticism. Use specific examples and focus on behaviors rather than personal traits. Offer support and resources for improvement, and emphasize that the feedback is a tool for growth, not a judgment. This approach can help disarm defensiveness and open the door to more constructive dialogue.

Start by identifying the root cause of resistance, whether it's fear, misunderstanding, or personal issues. For example, I once found that a team member resisted feedback because they felt it was unfair. Addressing their concerns directly helped in overcoming this barrier.

Gauge the employee's reasons for resistance. Ask the employee to reflect on the feedback and end the discussion if the employee is being pointlessly resistant. Candidly discuss the consequences of the employee does not address the development area.

En identifiant les raisons de la résistance, cela permettra de mieux cerner les peurs ou malentendus spécifiques de l'employé. Il s'agira alors d'écouter activement pour comprendre ce qui freine l'acceptation des commentaires.

Managing resistance to feedback requires not only understanding its root causes but also creating a feedback culture that encourages open dialogue. Incorporate continuous feedback loops that prioritize small, incremental improvements, rather than periodic, high-stakes assessments. By using a data-driven approach, such as combining qualitative feedback with key performance metrics, feedback becomes less personal and more focused on growth. Encouraging peer-to-peer feedback also decentralizes authority, fostering a collaborative environment where constructive input feels less threatening and more integral to the team's success.

Develop a trusting relationship by showing empathy and being approachable. I made sure to actively listen and acknowledge their efforts, which helped in easing their resistance and fostering open communication.

When trying to build trust with your team members it's important to be honest, always honor your commitments, listen to their angers and hurts and seek feedback for improvements.

On pourrait penser à créer un environnement de sécurité psychologique. Cela implique de montrer que les commentaires sont donnés dans un esprit constructif et non pour critiquer ou dévaloriser, ce qui aide à renforcer la relation de confiance.

To deepen trust in feedback exchanges, consider co-creating the feedback process with your team. Involve them in setting their performance goals and criteria for evaluation. This participatory approach fosters ownership and alignment, making feedback feel like a shared journey toward improvement rather than top-down criticism. Additionally, always balance feedback with opportunities for self-reflection, allowing team members to voice their own perceptions. This dialogue-based model builds trust by demonstrating respect for their agency and insights, reinforcing that feedback is a partnership rather than a directive.

For building trust they need to speak openly and discuss the details of work and other aspects openly to feel they are being heard. You may also need to include the approach they have towards a problem to help build the inclusive feeling.

Use specific, constructive feedback rather than general criticism. When I provided detailed examples and focused on improvement rather than personal shortcomings, it made the feedback more acceptable.

While the 'sandwich method' has its merits, an alternative technique to reduce resistance is the "feed-forward" approach. Instead of focusing on past performance, shift the conversation toward future opportunities for growth. By framing feedback as actionable strategies for upcoming tasks, you shift the focus from judgment to development. This forward-looking perspective empowers team members to feel more in control and optimistic about their progress, reducing defensiveness. Pair this with goal-setting discussions, turning feedback sessions into collaborative, solution-focused conversations rather than evaluations.

Pour mettre en place des techniques de rétroaction, je choisis un moment approprié, je sois précise et objective, et je formule des commentaires constructifs. J’invite à une discussion ouverte, propose des solutions concrètes, et encourage le retour d’information bidirectionnel.

When a team member is resistant to feedback, the key is to approach the conversation with empathy and clarity. Start by creating a safe space where they feel respected and heard. Frame feedback as a collaborative effort to support their growth rather than as criticism. Use specific examples to illustrate your points and focus on behaviors rather than personal traits. Ask open-ended questions to understand their perspective and address any concerns. Offer actionable steps and express confidence in their ability to improve. By fostering trust and mutual respect, you can break through resistance and encourage openness to feedback.

Il est utile d'ajuster la manière de donner du feedback, par exemple en utilisant des méthodes plus douces comme le feedback sandwich (positif-négatif-positif), ou en personnalisant la rétroaction selon le style de communication de la personne.

Structured reflection prompts provide a clear framework for self-assessment, encouraging team members to think critically about their actions & decisions. These prompts can help them focus on specific aspects of their performance, leading to more targeted self-reflection & making them more open to feedback. I worked with a team member who struggled to accept feedback on their communication skills. I provided them with structured reflection prompts, such as, “Reflect on a recent meeting where communication challenges arose. What did you notice about your own role in the outcome?” These prompts helped them to pinpoint specific behaviours that needed improvement. Over time, this guided reflection made them more willing to engage in discussions

Prompt them to reflect on their performance. Questions like "How do you think that went?" can lead them to recognize areas for improvement on their own.

En encourageant l'équipe à réfléchir sur leurs propres performances avant de recevoir des commentaires, ils seront plus disposés à accepter des suggestions externes, car ils auront déjà commencé à identifier des points d'amélioration.

In addition to encouraging self-reflection, incorporating real-time feedback through agile retrospectives can further enhance receptiveness. Rather than waiting for formal evaluations, use brief, structured debriefs after key project phases to allow team members to reflect and provide immediate input. This iterative process keeps feedback fresh, actionable, and closely tied to specific actions or decisions. It reinforces a continuous improvement mindset while reducing the stigma of feedback as a sporadic, critical event. The collaborative nature of retrospectives helps normalize feedback, making it an integrated part of the team's workflow.

Pour encourager l’autoréflexion, je pose des questions ouvertes sur les expériences et les actions de la personne. Je l’incite à examiner ses propres pensées et sentiments, et je l’encourage à fixer des objectifs personnels en se basant sur ses propres observations.

Offer resources or guidance to help them improve. Show that you’re invested in their growth, not just criticizing them. Identify Specific Needs: Work with the team members to pinpoint where they need help. This could involve skills development, time management, communication, or adapting to new processes. Tailor Resources: Provide resources that are directly relevant to their challenges. This might include training programs, mentoring, online courses, or reading materials. Customizing the support shows you’re committed to their personal growth.

Cela implique d'être disponible pour aider l'employé à surmonter ses difficultés, que ce soit par des formations, du coaching ou d'autres ressources supplémentaires, montrant ainsi un engagement à les aider à progresser.

In addition to offering support, consider pairing feedback with personalized development plans that tie directly to the individual's goals and strengths. By co-designing a roadmap that outlines both immediate actions and long-term growth opportunities, you transform feedback into a proactive partnership. Furthermore, integrate regular check-ins to assess progress, celebrate small wins, and recalibrate strategies as needed. This ongoing engagement shows genuine investment in their success and reframes feedback as a collaborative tool for growth, rather than an evaluative process.

Support is crucial when delivering feedback, particularly when the feedback is difficult to hear. Make it clear that your goal is to help the team member grow, not to criticize. Offer specific resources, such as training programs, mentoring, or additional tools, that can aid in their development. Tailor your support to address the unique challenges they face, showing that you’re committed to their success. This approach transforms feedback from a daunting task into an opportunity for professional growth, making it easier for the team member to embrace the feedback and act on it.

Be in touch and constantly support them, help them in any need of guidance and make sure that any simple question is also treated in the most effective way. So that the feeling of I can't ask basic question don't appear and next time when a feedback will be given they would feel welcome for the learning curve.

Instead of one-off feedback sessions, engage in regular, open conversations about their progress and challenges. This ongoing communication builds familiarity and trust, making feedback a natural part of your relationship and reducing resistance over time.

Please keep the conversation going on. Regular check-ins can prevent resistance and show that feedback is a normal part of development, not a one-time event.

To strengthen continuous dialogue, implement a "feedback culture grid" that balances formal and informal feedback across four quadrants: real-time, periodic, peer, and self-assessment. This grid ensures that feedback flows consistently and from multiple sources, blending spontaneous input with structured evaluations. By integrating real-time feedback on daily tasks and using periodic reviews for deeper reflection, you maintain a steady rhythm of communication. The peer and self-assessment elements help democratize the process, reducing top-down pressure and making feedback more natural and integral to the team’s dynamic.

Keep a constant discussion ongoing and that ways build the confidence which will allow the person to know that changes made are also been discussed. Appreciate the effort they have taken to bring the change within themselves.