Ante un empleado que desafía tus comentarios, mantén la calma y escucha activamente su perspectiva. Agradece su franqueza, pero redirige la conversación hacia los hechos y ejemplos concretos que respalden tu retroalimentación. Evita confrontaciones personales y enfócate en las áreas de mejora específicas. Si es necesario, ofrece una segunda reunión para revisar la situación con más detalle, mostrando disposición a colaborar y resolver cualquier malentendido. Mantén siempre una actitud profesional y respetuosa.

Facing a situation where an employee challenges your feedback during a review requires tact and leadership skills. First, stay calm and actively listen to the employee’s concerns without interrupting. Then, respond empathetically, validating their point of view while reinforcing the key points of your feedback with specific examples. Approach the situation as a growth opportunity for both parties, seeking joint solutions. This fosters an atmosphere of trust and openness, reinforcing a culture of constructive feedback. #TopVoiceMMorgan #BusinessManagement #Leadership

If, during a review, the employee were to challenge this, then meet them openly and listen to what they have to say. Acknowledge their perspective and seek more information so you understand their problem better. Keep calm. Do not get defensive. Discussion of particular examples and behaviors, not attack on the person. Where appropriate, to agree to return to the subject in both sides having had time for reflection. The respect of their perspective and the open lines of communication in continuous improvement within the team are not only maintained but furthered.

Ante el desafío de un colaborador en un espacio de revisión, haría preguntas indagatoria a para validar que genera en él su malestar o pueda estarle generando ese quiebre. Con esta indagación, buscaría entender sus razones y mostrarle argumentos que puedan brindarle calma ante incertidumbre, miedos o disgusto que la propuesta que estamos revisando pueda generarle. Es clave no montarnos en sí mismo estado emocional y cuando el momento esté más calmado, expresarle el como pudiste percibirlo en esa situación e invitarlo a reflexionar sobre el manejo y desde donde tú como líder pudieras brindarle apoyo ante escenarios que le puedan activar esa reacción; es decir cuál es el detonante común.

Cuando un empleado cuestiona mi opinión durante una revisión, abordo la situación con empatía y apertura. Primero, escucho atentamente para entender su perspectiva y preocupaciones. Aclaro mis comentarios con ejemplos específicos y mantengo un diálogo abierto para resolver dudas. Me enfoco en el objetivo común de crecimiento mutuo y colaboro en la creación de un plan de acción claro. Además, programo seguimientos para asegurar el progreso y mantener una comunicación continua. Este enfoque proactivo y profesional ayuda a transformar las disputas en oportunidades de desarrollo y refuerza la relación laboral.

When an employee challenges your feedback, stay calm and open. Feedback is a conversation, not a verdict. I’d first listen to their perspective—truly listen—without getting defensive. Then, I’d ask questions to understand why they feel the way they do. Is there something I’ve missed or something they see differently? Once we’ve both shared our views, I’d remind them that feedback is meant to help them grow, not criticize. We can align on a path forward together. The key is staying focused on the bigger picture: their development and the overall goals. It’s about collaboration, not confrontation. You've got this!

Approach the situation with empathy and openness. Listen to the employee’s perspective and ask clarifying questions to understand their concerns. Provide specific examples to back up your feedback and be willing to adjust if valid points are raised. Maintain a constructive dialogue, focusing on mutual goals and solutions.

Always enter a review with the expectation that an employee will challenge your feedback, especially when it is critical. It is human nature and if the feedback you are providing is not related to a metric that is quantifiable and trackable, understand that the employee may not realize they are performing below expectations. Keep your feedback objective, be fair, provide suggestions on how they can improve and when possible, chart a plan together. Provide specific examples impacting performance, and focus on the behavior or performance that you wish to see improve. If a review becomes contentious - rare, but possible - it is okay to take a break and resume at a later time when both sides have had an opportunity to take things in.