Comments on: What to Do When Employees Don’t Respond to Feedback

By: Trying to help, but getting nowhere? Ask Yogesh Sood

Trying to help, but getting nowhere? Ask Yogesh Sood — Wed, 23 Jun 2021 10:10:26 +0000

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By: Scott Robley

Scott Robley — Tue, 15 Jun 2021 20:18:17 +0000

In reply to Andrea Jessop. Thanks for sharing Andrea. I love that question. Readiness is so important. Sometimes I tweak the question a bit by asking if they are "open" for some feedback,

By: Scott Robley

Scott Robley — Tue, 15 Jun 2021 20:15:50 +0000

In reply to Merche. Yikes is right. Great catch. I'm glad you enjoy our newsletters.

By: Steven Patterson

Steven Patterson — Fri, 11 Jun 2021 15:53:33 +0000

In reply to JennyG. Thank you for this, Jenny G. Great tips and a format I can apply immediately. :)

By: Steven Patterson

Steven Patterson — Fri, 11 Jun 2021 15:49:57 +0000

In reply to Andrea Jessop.

Love this approach, Andrea. I start with that question also….every time. Only twice in 30 years have I gotten a “no” or “not right now”. And, as you state, we met when the time (and emotions) felt right.

Cheers,

Steven Patterson

By: Sherry Black

Sherry Black — Thu, 10 Jun 2021 16:37:26 +0000

I’ve been listening to an audiobook entitled Mindset: The New Psychology of Success by Carol Dweck and it describes the two mindsets, one is very rigid and does not do well with feedback; these people who have a Fixed Mindset feel threatened by anyone telling they aren’t perfect, aren’t good enough. The other mindset is a Growth Mindset, those who will work with criticism as an opportunity to grow and change. There are ways to change mindsets, but it takes a directed approach. I highly recommend the book, especially for working with people who have these tendencies

By: Rachel

Rachel — Thu, 10 Jun 2021 13:02:14 +0000

I really appreciate the “salting the oats” suggestion. I try to phrase my comments toward “what do they need to know/hear” vs “what do I want them to do”.

By: Wilma Rice

Wilma Rice — Thu, 10 Jun 2021 10:46:17 +0000

Part of the issue might be seen in the description of the problem when the writer states “He struggles with any type of criticism from me . . . ” I try to get managers to move away from the terminology of constructive criticism because no matter how you put it, it is still seen as criticism. We all need to be using the terminology of constructive feedback which can be positive or show a need for improvement. It also helps the mindset of the one providing the feedback, moving from criticizing someone to providing feedback for improvement.

By: JennyG

JennyG — Thu, 10 Jun 2021 02:27:46 +0000

A lot of people are scared of feedback, both giving it and receiving it. So, perhaps your office could have a training session on how to give and receive it well. That might break the ice for “feedback” to become a good thing in your whole context! The way I do this sort of session is to discuss a short set of basic guidelines that describe giving and receiving good feedback. Then the facilitation team runs through some fun (and rather realistic!) skits to be critiqued by the group: what about how feedback was given in this situation was helpful or problematic – according to the guidelines? And what about the reception of this feedback was appropriate – and what not so good – according to the guidelines? This usually elicits some laughter as well as good discussion. We then regularly put these guidelines into practice – at the close of meetings or any situations where we are in a learning mode together. In some cases we put up posters to clearly remind ourselves of the good habits we all want to observe better. We also find situations where each person is expected to share some feedback, so that it becomes part of our normal behaviors. Anyway, with some group support, feedback can become our friend, rather than a scary unknown!

By: Dave

Dave — Wed, 09 Jun 2021 20:58:37 +0000

In reply to Andrea Jessop. That's a great way to start the feedback conversation. Thank you for sharing this.