An employee challenges their supervisor's feedback. How can you navigate this delicate situation?

Feedback is a two-way process, promoting collaboration and self-reflection. Challenges are seen as growth opportunities, encouraging employees to voice concerns and take accountability. However, it should be backed by data, and supervisors should be viewing feedback challenges as learning moments, not opposition. If a challenge lacks data and logic, the supervisor should substantiate the feedback using data and logic. Also encourage peer feedback as it helps validate or expand insights. Misaligned expectations should be addressed to strengthen team cohesion. Ultimately, a culture of openness and continuous learning is key, with shared responsibility for improvement.

I fully agree that listening is the first step. Rather than becoming defensive, it's important to identify the core issue—whether it's a lack of willingness or genuine concerns. We can only do this by allowing our team members to express themselves openly. By listening, you'll gain a deeper understanding of the issues, which helps you avoid conflicts and focus on resolving problems.

It is good to keep calm and emotions and not get excited and listen to the employee's point of view and encourage open dialogue. Work professionally in understanding the employee's behaviors and try to address them intelligently and build a cooperative team

“When an employee raises concerns about their feedback, the first step is to actively listen and provide a non-judgmental space for dialogue. Giving full attention, without interrupting or reacting defensively, shows respect for their perspective and helps build trust. Encouraging the employee to elaborate on their feelings and experiences related to the feedback offers valuable insights into how they perceive it and their performance. Once the concerns are understood, the focus should shift towards collaborative problem-solving. The goal is to help the employee see feedback as a tool for growth by discussing potential areas of improvement and aligning on actionable steps.

When an employee challenges feedback, listen actively without interrupting. Understand their perspective to address concerns and encourage them to express their thoughts for better insights.

1) The key is listening. "Listen without interruptions - Listen without jumping to conclusions - Listen without trying to impose an opinion or a solution" 2) Give him tips/recommendations on how he can cordially discuss with his supervisor on the concerns 3) Provide support to both to resolve this amicably 4) Follow-up on the closure 5) Help in setting up transparent expectations and boundaries

1. Stay Calm and Objective 2. Listen Actively 3. Ask Clarifying Questions 4. Acknowledge Valid Points 5. Provide Context for Feedback 6. Encourage a Solution-Oriented Approach 7. Document the Conversation 8. Follow Up 9. Seek Support if Necessary

1.Stay Calm and Open-Minded: Encourage an open dialogue without reacting emotionally. Acknowledge the employee’s concerns and show you’re willing to listen 2. Seek Clarification 3. Restate the Feedback 4. Focus on the Issue, Not the Person: Keep the conversation professional by focusing on the work or behavior in question, not personal attributes 5. Provide Evidence: If needed, back your feedback with examples or data 6. Collaborate on Solutions 7. Stay Respectful: Even if the employee is frustrated, maintaining a respectful tone & a solution-oriented approach will prevent escalation 8. Agree on Next Steps: Conclude with clear, agreed-upon actions to move forward, ensuring both parties understand what is expected

When an employee challenges their supervisor's feedback, it’s important to navigate the situation with emotional intelligence and a constructive mindset. Here are steps to address it effectively: 1. Acknowledge the employee's perspective 2. Stay Calm and Listen 3. Ensure the feedback was clear 4. Concrete examples can help clarify the reasoning behind the feedback and may reduce misunderstanding. 5. Understand the Employee's Perspective 6. Acknowledge their viewpoint 7. Evaluate your own approach 8. Reflect and Adjust if Necessary By addressing the challenge with openness and a solutions-oriented approach, you can transform a potentially confrontational situation into an opportunity for growth.

At my core, I strive for equity and fairness in every feedback situation. After hearing the employee’s perspective, I always assess the feedback for fairness and accuracy, ensuring it’s grounded in clear expectations and measurable outcomes. If I notice any ambiguity in the criteria, I address it directly and work with both the employee and the supervisor to clarify expectations moving forward. I’m also mindful of unconscious biases and actively consider whether they may have influenced the feedback. By fostering transparency and fairness, I aim to maintain trust, ensuring all parties feel valued and supported in their growth.

You can ask these questions at the end: 1- Was I able to answer your concern? 2- Is there something that I misunderstood? 3- Is there anything else you want to ask? 4- Is it clear to you where the result of the conversation you and I reached? After asking the above questions, be patient and just listen to people's answers, if you need an answer, complete your speech carefully.

When an employee questions your feedback, it's important to approach the situation with empathy and understanding. Take a step back to assess if the feedback was clear, consistent, and supported by objective evidence. Encourage open communication to understand their perspective and address any concerns. If needed, involve a neutral party for an objective assessment. By doing so, you can maintain a positive and respectful working relationship.

Nachdem ich das Feedback angehört habe, stelle ich Verständnisfragen damit ich verstehen kann wie es zu dieser Rückmeldung kommt. Für mich war das immer wichtig. Nur so war ich der Lage gemeinsam eine Lösung zu finden

Es clave contar con la información necesaria para lograr alcanzar un proceso equitativo en las expectativas que presenta el colaborador. Por ello, al momento de la conversación es de vital importancia los datos claros, precisos y concretas sobre la situación que se presenta; esto con el fin de mantener la línea de la objetividad.

Gather Context: Ask clarifying questions to understand the specifics of the feedback and the employee’s concerns. Evaluate Objectively: Consider both sides of the feedback. Look at performance metrics, past behavior, and any patterns that emerge.

One thing I have found useful is that communication is a very use key in this. There fore there must be an open communication. Communication must be two-way which is referenced to as dialogue. This can help solve problems to have an effective and efficient solution.

Once you listen to the employee you can evaluate if the main points where clear or ambiguous, so you can set main points and negotiate depending on each expectations and set clear goals so that works for everyone on the team and also evaluate that all the team have similar goals to avoid overwork on someone

Para que haya certeza, confianza, credibilidad y seguridad en la retroalimentación, en mi opinión, estos deben estar fundamentados en hechos concretos o datos relevantes, para que la retroalimentacion sea eficaz y aporte elementos que ayuden a generar acciones concretas y resultados identificables. A veces hay que hacer de lado lo emocional para tratar lo racional, sobre todo si se buscan decisiones que impacten a los resultados.

Face the challenges when delivering feedbacks is normal and leaders should be prepared. Maintain the conversation align with the context. Listen, open our mind, try to elaborate further and ask the real situation. Listen to understand, not to response quickly, and not to be defensive or offensive. Clarify the misalignment if it's necessary. At the end, feedback session always be two way communication, from us and for us.

I hope that every team member, is curious about feedback received and challenges it when it does not feel right. Sometimes managers are missing the point and having an open dialogue is the only way to investigate and acknowledge that, when that is the case. Remember that just because the team member does not openly challenge it does mean they agree with the feedback. Actively asking whether they understood and agreed with the message should never be seen as an obvious question.

To gather perspectives of both the sides, listening to the supervisor and the employee, separately, for insights as to why the specific feedback was given,any bias, how the feedback wasgiven, whether trust exists, how the employee perceives him and why did the employee challenge the feedback given to him/her. Active listening without being judgemental and asking the right questions to get into the entirety of the situation is required. Then call them together and navigate the conversation so that both the supervisor and the employee are able to discuss the matter in a frank and cordial manner to resolve any misunderstandings. The leader should enjoy trust of the both the parties and should facilitate the discussion without being partisan.

Engaging in open and honest discussions is essential for effectively managing such situations. I have found it beneficial to support these conversations with data. Presenting data helps the other party understand that the comments made are substantiated and not unfounded.

It shows that the person has discomfort with the feedback. A good starting point is, call the person, create a safe space to talk, empathise with the person & ask what is causing them discomfort. Broadly disagreement could be due to content of the feedback or style of giving feedback or both. Having understood the person’s view point, one should engage with the supervisor in a similar manner. Understand what was shared, the basis of that etc. The supervisors assessment on how was it received & what could be done differently to help the person internalize the feedback. Help the supervisor put his/her thoughts in a more logical manner. In case differences are big, it might be better to facilitate this discussion as a neutral person.

Open dialogue during feedback sharing fosters a two-way communication, allowing both parties to express their thoughts, concerns, and perspectives freely. It encourages transparency, builds trust, and ensures that feedback is not just a one-sided critique but a collaborative process aimed at growth. By promoting active listening, it helps address misunderstandings and ensures that the feedback is understood and accepted more positively. This approach creates a safe space for individuals to reflect, ask questions, and offer their own insights, ultimately leading to more meaningful improvements and stronger relationships in the workplace.

El diálogo es clave para una comunicación abierta y clara para lograr acuerdos y resultados, le permite a los miembros del equipo, plantear sus inquietudes y posibles soluciones. El líder construye acuerdos a través de la cohesión en el equipo, los miembros con la confianza expresarán sus ideas y en el tiempo adoptarán esta práctica como parte de la cultura en la Organización.

What I usually do is I follow up with my employees on a daily basis. I give feedback on where they should be with their performance, if I see an employee struggling I provide support and advices on how to be on 100%. If an employee wants to challenge me with the feedback, I let them be. I tell them I will exempt this feedback however if they still failed to achieve their goals then the feedback would be higher than it should be. Then I provide a re train to ensure that my employees do understand the best way of performing their jobs.

Encourage Discussion: Facilitate a conversation between the employee and supervisor, if appropriate. This can help clear misunderstandings and foster collaboration. Maintain Neutrality: Stay impartial during discussions, ensuring both parties feel validated in their viewpoints.

In my experience, this situation is not uncommon, and, as much as I would like specifics and clarity, the truth is always in the middle. I use questions to better understand how the employee perceives the feedback and why. I use the answers to approach the supervisor and listen to their point of view. As an HR Professional, it's my responsibility to make sure supervisors are fully trained to deliver feedback, to the point where the employee has no questions at the end, but only clear objectives and elevated enthusiasm. So my goal is to reinforce the feedback for the employee, as constructive as it is, as long as it's based on facts, numbers, and examples. And to support the supervisors in becoming better at handling feedback.

The knowledge that an employee will be supported if they raise exceptions is critical to providing a psychologically safe space. It has implications even beyond the current employee raising a dispute and can be a potential differentiation and culture enhancer.

Offer Resources: Suggest training or coaching that can help the employee improve or understand the feedback better. Promote Solutions: Work with both the employee and supervisor to develop a plan that addresses the feedback constructively.

It’s important to offer guidance and resources to both parties. For the employee, ensure they have the tools and feedback necessary to improve and feel valued in their role, addressing any concerns they may have. For the supervisor, offer coaching on how to deliver constructive feedback and handle challenges professionally and empathetically. Encourage an open line of communication between them, and if needed, mediate the conversation to ensure a respectful, productive dialogue. Ultimately, support involves fostering an environment where growth, understanding, and collaboration are prioritized over conflict.

The leader must clearly identify among his team members who requires support and what kind of support. Providing coaching to the employee is to help reinforce his competence for better performance at work, Mentoring helps him develop not only his skills but also his attitudes to play a better role as a team member and to be a potential leader in the future.

Offering this kind of support helps shift the focus from simply "correcting" performance to empowering the employee with tools for success. It reinforces a positive culture of learning, collaboration, and trust, which can result in higher morale and better long-term outcomes. When employees feel that their leaders are genuinely committed to their growth, they're more likely to be engaged, productive, and open to receiving feedback in the future.

Brinda herramientas y recursos que permitan al colaborador mejorar su desempeño o entender mejor la situación. Esto podría implicar formación, asesoramiento o simplemente un acompañamiento más cercano. Es importante para tu equipo saber que no están solos en su desarrollo.

El acompañamiento es vital en estos procesos de retroalimentación, ya que las diferentes acciones, pasos o procesos que se planteen; deben contar con un soporte integral desde el aprendizaje y mejora continua respaldado por el proceso uno a uno con el colaborador.

Feedback is very crucial part and it is very important whether negative or positive. Listening is the key when it comes to challenging feedback to handle the situation. It is never ending process neither one way process. Challenging situations gives you the opportunity to grow and learn which impacts your long life career decisions.

Schedule a check-in after the initial conversation to assess progress and whether the feedback provided has been implemented or clarified. During this follow-up, inquire about any lingering concerns and ensure that communication channels remain open. This demonstrates a commitment to supporting both the employee and supervisor while reinforcing accountability. By addressing any remaining issues and encouraging ongoing dialogue, you can foster a more positive and constructive working relationship moving forward.

Jedan od najboljih nacina kontrole svojih podredjenih je direktan razgovor sa njegovim potcinjenima. Obavezno svratiti do njegovih kancelarija, pogledari i popricari sa scakim zaposlenim, steci utisak o radnoj sredini, motivaciji, odnosu prema poslu i medjuljudskim odnosima. Sve to moze spreciti ovakve situacije, ali i pomoci kada do niih dodje.

Set a Timeline: Schedule follow-up meetings to check on progress and revisit the discussion. This shows ongoing support and commitment to resolution. Reinforce Communication: Encourage both parties to keep the lines of communication open as they work through the feedback.

Follow up with employee and discuss progress on directed changes and on communicated areas for improvement. This shows that as a leader you are dedicating time for them to improve and be an open ear to their concerns. Managing careers and giving feedback involves constructive criticism but should where evidenced be balanced with positives. Where challenges arise - reflect on what’s being said or written and do not react instantly. Assess and consider the type of challenge presented by the employee and what actions and plans can be put in place for the future.

There should be a feedback, A clear plan on follow-up is very necessary after profering solutions. It shows how much concerned one is about the issues and problems.

Anschliessend ist es wichtig im Kontakt mit dem Mitarbeiter zu sein. Nur so kann gewährleistet werden, dass an der Beziehung zum Mitarbeiter gearbeitet wird und diese wichtig ist.

A true commitment is required between the employee and the leader to measure the goals and objectives set, which demonstrate the progress in improving the employee's performance and the feedback was assimilated in a positive way. The employee has to be convinced, without measurement there is no improvement, this is the key indicator of the employee's progress in doing things better every day.

El tiempo es una de las mejores herramientas que tenemos para crecer y avanzar con los colaboradores, del mismo modo el seguimiento que se le brinde a cada uno de ellos desde un soporte constructivo y de gestión del cambio, permite que los pasos que se den cumplan con los objetivos que se establezcan.

Reflection is a crucial part of feedback and allows individuals to process the feedback, understand its relevance, and identify areas for improvement. It turns feedback into a learning experience rather than a mere evaluation. By reflecting, one can recognize patterns, adjust behaviors, and apply insights effectively. This continuous learning fosters adaptability, better decision-making, and self-awareness, helping individuals develop stronger skills and improve their performance over time.

Reflecting and learning within a company is essential for growth. It encourages employees to assess their experiences, understand their mistakes, and identify areas for improvement. By fostering a culture of reflection, organizations can enhance collaboration, innovation, and overall performance. Regular feedback and open communication are key to this process, allowing teams to adapt and thrive in a dynamic environment.

Allow him to comment, listen to him, explain the organization’s point of view and give him an example of this comment and how the organization can benefit from it. The issue of listening to the employee becomes part of the success of implementing the work policy

For any organization, it is a key aspect that its leaders know how to evaluate the performance of employees. When the criteria are known in detail and how to measure them, the feedback will be more effective. Therefore, it is important for every organization to include performance measurement and feedback for improvement as part of its training plans. This is a process that must be permanently worked on with all leaders until they assume it as part of the work culture.

After checking that the process was carried out fairly and correctly, and the supervisor still comes to the conclusion that the evaluation was accurate, the idea of „not yet“ defined by Carol Dweck in her book Mindset can be a helpful approach. It highlights that the employee is on a learning curve and that indeed they are on the right path. „Not yet“ creates a path towards the learning goal; follow with clear, actionable criteria to achieve the goal, which need to be then agreed upon.

This reflection can also inform organizational policy and strategy. Are there systemic issues—such as unclear expectations, lack of resources, or cultural factors—that contribute to recurring feedback disputes? By identifying these patterns, organizations can implement structural changes that promote healthier communication and more accurate evaluations. Moreover, encouraging supervisors to reflect on their role in the feedback process creates a culture of humility and growth at all levels of the organization.

Una situación de este tipo es una oportunidad para aprender y crecer, tanto para el supervisor como para el colaborador. Reflexiona sobre qué puedes hacer de manera diferente en el futuro para evitar conflictos y cómo puedes fomentar un ambiente donde los desafíos se vean como oportunidades de mejora.

Debrief the Situation: After the resolution, reflect on what went well and what could be improved in handling feedback. Share Insights: Consider holding a team meeting to discuss feedback processes and encourage a culture of open dialogue about performance.