How do you address a team member's resistance to feedback during performance reviews?

1 Understand Resistance

Understanding why a team member is resistant to feedback is the first step in addressing the issue. Resistance can be a defense mechanism triggered by fear or insecurity. It's important to approach the situation with empathy and patience. Before the performance review, try to identify potential reasons for their resistance. This can involve reflecting on their past reactions to feedback or considering their personality and work history. By understanding their perspective, you can tailor your approach to be more effective and less confrontational.

2 Build Trust

Building trust with team members is essential in overcoming resistance to feedback. Trust is cultivated over time through consistent, open communication and by demonstrating that you have their best interests at heart. Share examples of how feedback has positively impacted others in the team, and ensure that your own feedback is always constructive and aimed at professional growth. When team members feel supported and valued, they're more likely to be receptive to performance discussions.

3 Communicate Clearly

Clear communication is key when delivering feedback, especially to someone who may be resistant. Be specific about which behaviors or outcomes need improvement and why. Avoid vague statements that can lead to misunderstandings. Instead, use concrete examples to illustrate your points and provide clear expectations for future performance. This clarity helps the team member understand the feedback's relevance and reduces the likelihood of defensive reactions.

4 Provide Support

Offering support and resources is crucial when addressing resistance to feedback. Let the team member know that you're there to help them improve and succeed. Discuss potential solutions and offer tools or training that could assist them in addressing the areas of concern. By showing that you're committed to their development, you can help shift their perspective from seeing feedback as punitive to viewing it as an opportunity for growth.

5 Encourage Dialogue

Encouraging an open dialogue is an effective way to deal with resistance during performance reviews. Invite the team member to share their thoughts and feelings about the feedback. Listen actively and validate their emotions without necessarily agreeing with their viewpoint. This exchange can lead to a better understanding on both sides and can help break down barriers. The goal is to create a two-way conversation where feedback is not just given but also discussed.

6 Follow Up

Following up after the performance review is an important step in managing resistance to feedback. Set clear goals and check-in points to review progress. This not only shows that you are invested in their improvement but also holds the team member accountable for making changes. Regular follow-ups can also provide opportunities for additional support and guidance, reinforcing the ongoing nature of performance management.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?