What do you do if your team members are not receptive to constructive feedback?

Management 101: It is incumbent upon the Senior Manager(s) to connect with your troops, team, colleagues, etc. and please, please, 🙏 don’t do it by SLACK or TEAMS Chat…that’s not managing, this is a face-2-face activity or if you are dealing with remote employees then by all means use video conferencing. Know the individual’s demographic that you are dealing with, i’.e. GENx, GENz, Millennial, Baby Boomer (that would be me 🙃) and figure out how to get through any communication barriers : sometimes texting does work! The point is , make the effort to get to know your colleagues, peers, teammates, etc. they just might surprise you with hidden talents your organization needs to outwit the competition… JMC

Use the “power of questions”. Don´t say “I think you could have done that better” but rather invite the person to think “Would you do something differently the next time”? Change in behaviors will come more from personal reflection than as reaction to direct feedback, where it is easier to get defensive.

Implement an anonymous feedback system where team members can provide and receive feedback anonymously. This often reduces the personal bias and discomfort associated with receiving direct criticism, helping individuals focus on the content of the feedback rather than the source. Encourage team members to record their feedback in a short video, using the "feedback sandwich" technique—positive comment, constructive criticism, positive comment. This personalizes the feedback, making it harder to dismiss and easier to accept, especially when the person isn't directly confronting the recipient.

Providing support and resources such as training, mentoring, and regular check-ins demonstrates a commitment to your team's success. This approach makes team members more receptive to feedback, as they view it as an opportunity for growth with their leader's support. For example, you might offer monthly mentoring sessions to help employees develop new skills and address any challenges, reinforcing the team's growth mindset.

Offer guidance and resources tailored to their needs. Empower them with training, coaching, or mentorship opportunities. As you show genuine care for their development, you cultivate an environment where constructive feedback is welcomed as a pathway to growth, fostering a culture of continuous improvement and mutual support.

Encourage team members to maintain a personal "feedback diary" where they note down feedback received, their initial reactions, and later reflections. Reviewing this over time can help individuals see their own growth and change their attitude towards receiving feedback.