What do you do if your employees are resistant to constructive feedback during performance evaluations?

If they resist and don't accept the feedback then you need to ask why. Have an honest conversation with them and let them express themselves. They may not trust the process, and you may not be giving evidence to back up your feedback or they don't see any benefit to them. Are you really aware of their daily contribution and struggles and is your evaluation feedback fair, is it aiming at their development and growth?

Don't assume that their resistance is the problem. Maybe it is your feedback. Maybe it is unfair, maybe it is not as constructive as you think it is. Also, consider whether the worker might have Rejection Sensitivity Dysphoria, especially if you think they might be ADHD.

Consider your own response to constructive feedback from them. Do you accept it well? They may have learnt their resistive behaviour from you.

Ask them how they would like to receive feedback and work together to find a way that works for both. Learn how to give feedback in a kind and compassionate way.

- Start by understanding the root cause of resistance (i.e. fear, lack of trust, or misunderstanding?) - Build a culture of feedback where giving and receiving the same is normal & valued. - Ensure feedback is specific, constructive, & focused on behaviors, not personality. - Encourage self-assessment & reflection to foster a growth mindset. - Provide training and resources on how to give & receive feedback effectively. - Consider the timing & setting of feedback sessions to ensure they are conducive to open dialogue. - Recognize & appreciate efforts, & offer support & coaching to help employees understand and act on feedback. - Continuously communicate the importance & benefits of feedback for personal and professional development.

Confiance en soi : En travaillant sur soi-même, en se fixant des objectifs et en les atteignant, on renforce sa confiance en ses capacités et en sa valeur personnelle.

Implement a Two-Way Feedback Process: Encourage employees to share their own perspectives and concerns during evaluations. This approach makes the process feel more collaborative and less like a one-sided critique, helping employees feel heard and valued.

Offer Specific, Actionable Insights: Ensure that constructive feedback is clear, specific, and accompanied by actionable steps for improvement. Vague or generalized comments can feel personal and unhelpful, leading to resistance.

Link Feedback to Goals and Development Plans: Align constructive feedback with employees' personal and professional goals, demonstrating how feedback is a stepping stone to achieving their aspirations. This helps employees see the value in the feedback.

Provide Support and Follow-Up: Offer resources, training, or mentorship to help employees act on feedback. Regular check-ins to discuss progress and adjustments show your commitment to their development, reducing resistance over time.

I feel additional training or training refreshes can help enhance performance as you can get stuck in a rut. Sometimes it's good to go back to basics

Believe it or not, it's a great teaching moment whenever your employees become defensive or resistant to performance feedback. When that happens, pause giving them the feedback because when a person's walls are up, anything you offer won't be heard. Instead, shift the conversation away from that feedback and gently toward their current defensiveness. Try this: "I'm sensing you're feeling a little defensive, and it's completely understandable. But none of us is great at everything, and we need to always be open to feedback so we can get better as a team." Rather than force feedback on resistant ears, gently spotlight the resistance in a way that affirms the person, addresses the behavior, and offers them a reason to lower their walls.

The first step would be to consider how you deliver feedback and your communication style. Is your feedback specific, objective, and focused on behavior and performance, rather than personal attacks? Are you empathetic and supportive in your delivery, emphasizing that your intention is to help them grow and improve?

An example I've seen is to provide this conversation in a non formal setting For example, as they are working independently - check in on them, ask they how they are, what their working on, what their vision is for the work they are doing - get them talking Then you can approach them with how you see their future potential - showcase that you see a future with them a key part of it That facilitates an environment which is non-confrontational and they would be more receptive to your suggestions

Communication and good soft skills is essential in managing people . As an employer, it's important to develop good communication skills that can help you have a good relationship with your employees. You should put into practice all the types of leadership skills. An employer should praise and appreciate them for the good work and efforts they put into their job. After which you then give them your constructive criticism and also discuss ways of improving in these areas . It' is also important that you appreciate them whenever they work on these areas in which you criticized.