Dealing with an employee resistant to feedback. How can you effectively break through their defenses?

1 Build Trust

Building trust is the foundational step in dealing with an employee who resists feedback. Trust is earned through consistent, transparent interactions and by showing genuine concern for the employee's well-being and professional growth. Start by acknowledging their strengths and contributions before addressing areas for improvement. This balance demonstrates that your intentions are constructive, not critical. Additionally, ensure that feedback is given in a private, supportive environment to avoid public embarrassment or defensiveness.

2 Listen Actively

Active listening is crucial when dealing with resistance to feedback. Encourage your employee to voice their concerns and perspectives without interruption. By doing so, you signal respect for their viewpoint and open the door to a two-way dialogue. This approach can reveal underlying issues that contribute to their defensiveness, such as past experiences or misunderstandings about the feedback process. Understanding their position allows you to tailor your approach and address their specific reservations.

4 Offer Support

Offering support is a tangible way to show your commitment to an employee's growth. Outline specific, actionable steps they can take to address the feedback and offer to assist them in the process. Whether it's providing additional training, resources, or regular check-ins, your support can make the feedback feel more manageable and less like an insurmountable critique. This practical assistance reinforces the message that you are invested in their success.

5 Follow Up

Following up after giving feedback shows that you are serious about the employee's improvement and that you care about their progress. Schedule a meeting to discuss any changes they've made or challenges they've encountered since the feedback was given. This continued engagement demonstrates that you are not just criticizing but are actively participating in their development journey. It also provides an opportunity to reinforce positive changes or to offer further guidance if necessary.

6 Adjust Strategy

Lastly, be willing to adjust your feedback strategy if initial efforts don't yield the desired results. Each employee is unique, and what works for one might not work for another. Be flexible in your approach, and consider different communication styles or methods of delivering feedback. Sometimes, a change in tactic can make all the difference in overcoming an employee's resistance and helping them move forward constructively.

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?