Handling resistance to feedback can be one of the more challenging aspects of management. It’s essential to approach these conversations with empathy and clarity to foster a supportive environment. Below are three practical examples of how to manage an employee’s resistance to feedback effectively.
Imagine you’re a team leader, and during a performance review, one of your employees, Sarah, reacts defensively when you discuss her missed deadlines.
When you mention the feedback, Sarah immediately states that the deadlines were unrealistic and that she has been overwhelmed with her workload. This resistance not only hinders her growth but also affects the team’s performance.
In this situation, you can adopt a collaborative approach to help Sarah feel supported rather than attacked.
You start the conversation by acknowledging her feelings: “I understand that you feel overwhelmed, and I appreciate your honesty. Let’s talk about how we can work together to improve this.” Then, you invite her to share her perspective on the deadlines and workload. By involving her in the conversation, you empower her to express her thoughts while guiding her toward recognizing areas of improvement.
This approach not only helps Sarah feel heard but also fosters a collaborative atmosphere where solutions can be co-created.
In another scenario, you are conducting a performance review with an employee named John, who has consistently received feedback about his communication skills. However, he resists this feedback, insisting that his style is effective.
To manage John’s resistance, you can introduce the concept of a growth mindset. Start by acknowledging his strengths: “John, you have a lot of great attributes, especially in your technical skills, but let’s explore how enhancing your communication can elevate your overall impact.”
You then share specific examples of situations where clearer communication could have led to better outcomes. By framing the conversation around growth rather than failure, John may begin to see the value in the feedback. Ask him how he would feel about setting some communication goals together. This not only opens the door for improvement but also makes John an active participant in his development journey.
You have an employee, Lisa, who has a hard time receiving feedback due to past experiences where she felt belittled. During her performance review, she becomes visibly upset when you mention areas for improvement.
In this case, it’s crucial to approach the conversation with empathy. You might start by saying, “I can see that this feedback is tough for you, and I want you to know that my intention is to support your growth.”
Then, take a moment to ask her how feedback has been received in the past and what would make her feel more comfortable discussing it. Reframe the conversation to focus on the future: “Let’s talk about how we can turn this feedback into actionable steps that excite you about your development.” Engaging her in this way may help her feel more at ease and open to feedback.
By utilizing these examples of how to manage an employee’s resistance to feedback, you can create a more positive and productive feedback culture within your team. Remember, the goal is not just to deliver feedback but to foster an environment where employees feel supported in their growth.