How do you approach giving constructive feedback to an employee who is resistant to change?

When giving constructive feedback to an employee who’s wary of change, start with a positive note—mention something they’re doing well to set a supportive tone. Then, get specific about what needs to change, but frame it as an opportunity for growth rather than a critique. Use examples to show how the change can benefit them and the team. Listen to their concerns and address them with empathy, showing that you’re on their side. Offer support and resources to help them adjust. It’s about making the feedback feel like a partnership rather than a top-down order.

When encountering resistance to change, take the time to understand what's driving it. Employees often resist because they fear the unknown or doubt their ability to succeed in a new environment. Begin by asking open-ended questions to understand their specific concerns. Listen actively and without judgment, which helps to validate their feelings and build trust. Acknowledge their worries by directly addressing the concerns they've shared with you. This means recognizing the legitimacy of their fears, whether they’re related to job security, skill adequacy, or uncertainty about the future. By validating their emotions, you show that you understand and care about their perspective, which can help ease their anxiety.

Effective feedback for resistant employees requires understanding the underlying reasons for their resistance. Key strategies include: Open Communication: Foster an environment where employees feel comfortable expressing their concerns and doubts. Active Listening: Pay attention to their verbal and nonverbal cues to identify specific worries. Empathy: Show understanding and validate their feelings, even if you disagree with their perspective. Collaborative Problem-Solving: Involve them in finding solutions that address their concerns and align with the change goals. Continuous Feedback: Provide regular feedback and support throughout the change process to build trust and address evolving concerns.

Em primeiro lugar precisamos entender a causa dessa resistência. Inicie a conversa em um ambiente seguro e acolhedor, onde o funcionário se sinta à vontade para expressar suas preocupações e angústias. Pergunte sobre suas dificuldades e garanta uma escuta ativa para identificar possíveis medos ou mal-entendidos que possam estar influenciando nessaresistência. Ao compreender a raiz do problema, você pode adaptar seu feedback para abordar essas questões específicas, oferecendo suporte e recursos que ajudem o funcionário a se sentir mais confortável com a mudança.

When giving constructive feedback to an employee resistant to change, the first and most crucial step is to understand the root cause of their resistance. Consider both the logical and emotional reasons behind it and what perspectives might you be missing. Approach the conversation from a place of care and as a leader who wants to help elevate their performance and unlock their potential, rather than to point out their shortcomings. Express your confidence in their abilities and take the time to listen to their concerns without rushing to respond. Ask questions to dig deeper and demonstrate empathy by sharing relevant personal stories. Finally, invite them to share how they’d like to be supported in this journey of change.

I recommend the SBI method of feedback because it keeps things factual. Explain where/when (Situation) the Behavior happened and how it affected (Impact) the work/team/timelines/etc. You can use this for both positive and constructive feedback. If you understand where your team member is on the change curve emotionally, you can tailor the conversation to their needs while being clear on expectations. Using SBI helps keep the feedback piece simple so you can focus on empathy and mutual understanding.

Begin the conversation by reiterating the broader vision the change is intended to support and help connect the change to something they value. Work with the employee to define personal goals related to the change, to help them take ownership and have a clear roadmap for progress. Focus on the positive outcomes that are achieved with the desired change. Help them see what's in it for them. Ensure they has the necessary tools, training, and support to achieve the goals. Usually, the ADKAR method is a good way to do this. Be flexible and willing to adjust goals if necessary. Remember, the goal is to support their growth, not to rigidly enforce a specific timeline.

Per "The One Minute Manager," giving feedback, positive or constructive, should happen as soon as possible. A neutral location, like a conference room or empty office on another floor can reduce the power dynamic and make it safer to have the conversation. I recently read "The Monkey Meets the One Minute Manager," which encourages managers to support their reports without taking on their responsibilities (putting the employee's "monkey" on their own back). Clear the air and come to consensus on the problem. But then help the employee to suggest their own remedies, create milestones and a schedule, then turn them loose to fix it themselves. This approach encourages growth and avoids adding to your own burden, freeing you to do other things.

◼️Build a Collaborative Plan: Engage the employee in creating a plan for implementing change. Involve them in setting milestones and identifying resources they might need. This collaboration can increase their sense of ownership and commitment to the change process. By working together, you can tailor the plan to their strengths and address any potential challenges they foresee. 💡This section can be placed after "Offer Support" to enhance the discussion by emphasizing collaboration and shared responsibility.

Offering support is crucial when an employee resists change. Here are key practices: Active Listening: Understand their concerns and fears without judgment. Empathy: Show you relate to their feelings and acknowledge their perspective. Transparent Communication: Explain the rationale for the change and its potential benefits. Collaborative Problem-Solving: Involve them in finding solutions that address their concerns. Continuous Feedback: Provide regular updates and seek their input throughout the process. Celebrate Successes: Acknowledge their efforts and progress, no matter how small. By fostering a supportive environment, you can help employees navigate change more effectively and foster a positive organizational culture.

Following up after giving feedback is crucial for driving sustainable change, especially with employees resistant to it. Regular check-ins keep the employee accountable while also demonstrating that you care about their progress. This ongoing dialogue provides opportunities to offer positive reinforcement and motivation when they show improvement, reinforcing the desired behavior. Additionally, follow-ups allow you to identify any challenges the employee may face, offering support to help them navigate obstacles effectively.

Encouraging reflection is vital for personal and professional growth, especially when dealing with resistance to change. Here are effective strategies: Create a Safe Space: Establish an environment where the employee feels comfortable sharing their thoughts and concerns without judgment. Ask Open-Ended Questions: Use questions that encourage deeper introspection, such as "What are your thoughts on the proposed changes?" or "How do you see this impacting your role?" Active Listening: Demonstrate genuine interest in the employee's perspective by actively listening and responding thoughtfully. Provide Constructive Feedback: Offer specific, actionable feedback that focuses on employee's behaviour and its impact, rather than personalizing it.

Start by creating a safe space for an open dialogue, where the employee feels heard and respected. Instead of immediately focusing on what needs to change, ask questions that prompt them to reflect on their current approach and its impact on their work and the team. For example, ask how they feel their methods align with the team’s goals or where they see room for improvement. This encourages them to think critically about their behavior and its consequences. Once they’ve had a chance to reflect, guide the conversation toward exploring alternative approaches that could lead to better outcomes. By fostering reflection, you can help the employee see the value in change and become more open to adopting new strategies.