Dealing with an underperforming team member who resists feedback. How can you turn the situation around?

1 Understand Resistance

To effectively address underperformance, you need to understand why the team member resists feedback. Start by creating a supportive environment where they feel safe to express their concerns. Listen actively and empathetically to identify any personal or professional obstacles they may be facing. It's possible that they're unaware of their performance issues or they may lack confidence in their abilities. By understanding their perspective, you can tailor your approach to help them overcome their resistance and become more receptive to feedback.

2 Set Clear Expectations

Clarity is key in managing an underperforming team member. Ensure that they understand what is expected of them by setting specific, measurable, achievable, relevant, and time-bound (SMART) goals. Discuss these goals during one-on-one meetings, providing a clear framework for what success looks like. This eliminates ambiguity and helps the team member focus on what they need to achieve, making it easier for them to accept feedback as a roadmap to meeting these expectations.

3 Provide Balanced Feedback

When giving feedback to someone who is resistant, it's important to balance criticism with praise. Acknowledge their strengths and contributions before addressing areas that need improvement. This approach, known as the 'sandwich' method, can help make feedback more palatable. It's crucial to be specific about performance issues and to provide actionable advice on how they can improve. By framing feedback in a positive and constructive manner, you encourage them to listen and make the necessary changes.

4 Foster Development

Invest in the professional development of your underperforming team member. Encourage them to take part in training sessions, workshops, or mentoring programs that can enhance their skills. Offer resources and support that align with their individual learning style and career goals. By showing a commitment to their growth, you not only boost their performance but also build their loyalty and engagement with the team.

5 Encourage Ownership

Empower your team member by encouraging them to take ownership of their performance. Help them set personal targets and create a plan for achieving them. Involving them in the goal-setting process increases their commitment and accountability. Regularly review progress together, celebrating improvements and discussing strategies for overcoming any ongoing challenges. This sense of ownership can transform their attitude towards feedback and drive them to self-improve.

6 Maintain Open Dialogue

Finally, maintain an open dialogue with your team member. Regular communication is vital to ensure they feel supported and to prevent any misunderstandings. Provide opportunities for them to share their thoughts and concerns, and make sure they know that their opinions are valued. By fostering a culture of open communication, you reinforce the idea that feedback is a two-way street aimed at mutual improvement and team success.