Last updated on Jul 17, 2024

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

When you encounter an employee who is resistant to feedback, it can be a challenging situation. Feedback is an essential tool for growth and improvement, but if an employee isn't open to it, they can't benefit from the insights it provides. The key is to understand why they might be defensive and to approach the situation with empathy and clear communication strategies. By breaking through their defenses, you can help them grow professionally and contribute more effectively to the team.

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.

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Anamika Singh

Human Resources Associate @LENS Corporation | Committed to Talent Development & Organizational Success
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Choose the Right Moment: Find a private, calm setting to discuss feedback. Avoid high-stress times. Be Specific and Constructive: Focus on specific behaviours and their impact. Offer clear examples and practical solutions. Show Empathy: Acknowledge their feelings and concerns. Let them know you’re there to support their growth, not just criticise. Encourage Self-Reflection: Ask open-ended questions to help them reflect on their performance. This can make them more open to feedback. Stay Positive: Balance the conversation with positive feedback. Highlight their strengths and contributions. Follow Up: Schedule a follow-up meeting to review progress and continue the conversation. This shows ongoing support and commitment to their improvement.

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Sherif Hafez

12 yrs of Experience in startups🚀 - Certified Assessor - Organization Design - Organization Development- Employer Branding & Corporate Culture🧲-Lead Talent & OD Solutions 🦹🏻♂️- HR Analyst 🧪-Empowering People☘️
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Start with praise, then give specific, actionable feedback in private. Build trust by showing you care about their growth, not just criticism. Listen actively & involve them in finding solutions.

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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.

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Rajesh Kumar

Delivery Manager - Talent Acquisition.
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I listen, I conduct one-on-ones, and I care about my team as individuals. I also give them consistent feedback, Actually, that’s something most employees want. However, when it comes to one of my employees, I can’t seem to get through. Whenever I try to give feedback they may get extremely defensive and starts making all kinds of excuses. They may be great performers but as a Leader, I need to be able to give them constructive criticism so that they can improve as they goes along.

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3 Clarify Purpose

Clarifying the purpose of feedback can help mitigate resistance. Explain that the goal is to support their professional development and enhance team performance, not to criticize them personally. Make sure they understand that feedback is a normal part of workplace communication and that everyone, regardless of position, receives it. By framing feedback as a positive and necessary aspect of their job, you can help shift their perception and reduce defensive reactions.

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Kakoly Dey Ghosh

Human Resource Professional | LinkedIn Top Voice | Talent Acquisition | Naukri Certified Recruiter IT , NON-IT & BFSI| PHR | M.A In English Literature | English Honours| Freelance Content writer
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While dealing with employees who dodge updates and feedback , start by understanding their concerns. Approach them gently and ask them what's bugging them about giving updates.Explain the importance of communication and loop of feedback for the team's success and how it helps everyone stay on track. Encourage a culture of open communication by setting regular fun update sessions with snacks or quick chats to keep it light and breezy yet focused. Lastly, show appreciation for any feedback that they provide to reinforce the value of their input.

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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.

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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.

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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.

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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?

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

1

2

3

4

5

6

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1 Build Trust

2 Listen Actively

3 Clarify Purpose

4 Offer Support

5 Follow Up

6 Adjust Strategy

7 Here’s what else to consider

Employee Relations

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

1

2

3

4

5

6

7

1 Build Trust

2 Listen Actively

3 Clarify Purpose

4 Offer Support

5 Follow Up

6 Adjust Strategy

7 Here’s what else to consider

Employee Relations

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