Start by establishing a secure, accepting atmosphere where the person is valued and heard. To determine the underlying reason for their hesitancy whether it is fear, miscommunication, or prior experiences engage in active listening. Give constructive criticism, emphasizing results and conduct over personal characteristics. Present feedback as a chance for development and a way to help the team succeed. Encourage open dialogue and invite their perspective to foster collaboration. While establishing clear expectations, emphasize the importance of their effort. Follow up to track progress and offer support. By maintaining a respectful, supportive approach, you can build trust and help the team member become more receptive to feedback.

Take "threat" out of feedback as research shows that feedback sessions cause "fight or flight" responses Options to counter threat of feedback: Foster regular performance reviews, frequent feedback sessions, one-on-one meetings. Mindfully remind the employee that feedback is infact a step towards reaching a well-defined goal. According to Forbes,93% of communication is non-verbal, with body language accounting for 55% of the message. Be aware of the non- verbal cues and make the feedback conversational. For employee feedback to make a positive impact, it needs to be specific Going over past mistakes, overwhelming the employee with the closing comments will leave a negative impression of the meeting. End feedback on a positive note

To address the team member's reluctance to feedback, initiate a one-on-one conversation to understand their perspective and concerns. Use active listening to validate their feelings, and then provide constructive feedback framed positively. Encourage a growth mindset by highlighting the benefits of feedback for personal and professional development.

To effectively address the reluctance to receive feedback, I will begin with a private conversation with my team member, ensuring I create an atmosphere where the person feels comfortable in sharing their thoughts and feelings. I will try to understand the reasons behind their resistance to taking the feedback. After identifying the underlying reasons, I will explain the importance of feedback and how embracing feedback positively and professionally impacts our professional growth and development. Building trust and making the person comfortable in receiving feedback positively takes time. Hence, continuous communication and support are essential in this endeavor.

Effectively addressing resistance to feedback requires a thoughtful and strategic approach. Begin by actively listening to understand the individual’s concerns, and frame feedback as a catalyst for growth rather than criticism. Provide clear, specific, and actionable insights that support development. Foster a sense of ownership by involving the individual in the feedback process and tailoring communication to their style and preferences. Modeling openness to feedback sets a constructive tone, while acknowledging progress reinforces a culture of continuous improvement. If resistance continues, it may be necessary to explore underlying issues to uncover and address deeper challenges.