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

Navigating feedback resistance is about human connection. Start by building trust—make feedback a regular, honest conversation. Listen with empathy to understand their concerns, then frame your feedback as a shared journey toward their growth and success.

To break through a team member’s resistance to feedback, start by fostering a supportive and empathetic environment. Approach the conversation with a focus on their strengths and potential for growth rather than solely on deficiencies. Use specific examples to illustrate your points, making it clear that feedback is intended to support their development and success. Encourage an open dialogue, allowing them to express their concerns and perspectives. By actively listening and demonstrating genuine investment in their improvement, you can build trust and make the feedback process more collaborative and less confrontational.

It's important to start the conversation with empathy and build trust to break through a team member's resistance to feedback. Start by meeting with them one-on-one consistently. Create a safe environment where feedback can be given constructively and in a two-way manner. The key is to show understanding, focus on specific and actionable feedback, and collaborate on ways to address any performance issues.

breaking through barriers to feedback requires a combination of empathy, communication, trust, and collaboration. By creating a supportive environment, providing constructive feedback, involving team members in the feedback process, and encouraging self-reflection, team members can overcome their resistance to feedback and work towards continuous improvement and growth. Feedback is a powerful tool for enhancing performance and fostering a culture of excellence within a team, and it is essential to address any barriers that may impede the feedback process.

Ensure that you have a solid, trust-based relationship with the team member. When people feel that you have their best interests at heart, they are more likely to be receptive to feedback.Instead of general comments, provide specific examples of the behavior or performance issues. Use objective data or observations to illustrate your points, which can make the feedback feel less personal and more actionable.Frame feedback as a discussion rather than a directive. Ask open-ended questions to understand their perspective and any challenges they might be facing. This can help them feel heard and valued.