Performance evaluations can take many forms motivate many feelings. There are a number of common mistakes that are usually related to the sequence and priorities in discussion. If you start an explanation of why performance evaluation matters and a commitment to shared improvement, you will remove most obstacles. In my experience, leaders that go straight to numbers / KPIs or objectives get what they want but nothing more. People aren't dumb, if all you care about is numbers, they'll give you numbers, but don't be surprised if they turn out to be Watermelons. If you want them to care about their future, you have to care about their future too... start there.

It is also important to provide ongoing support and encouragement to team members as they work on implementing feedback. Recognize and celebrate their progress and achievements, no matter how small, to boost morale and motivation. In conclusion, addressing concerns around feedback resistance requires creating a supportive and constructive environment, providing feedback in a positive and actionable manner, involving team members in the feedback process, and offering ongoing support and encouragement. By taking these steps, leaders can help their team members overcome their resistance to feedback and foster a culture of continuous learning and growth.

Feedback não é sobre crítica, é sobre crescimento. Ao criar um ambiente em que as pessoas se sintam seguras para compartilhar, ouvir e aprender, o feedback será visto como uma oportunidade, e não uma ameaça. Demonstre empatia e busque o desenvolvimento contínuo de todos. Em vez de reagir defensivamente à resistência, veja-a como um sinal de que há algo a ser explorado. Talvez a equipe não esteja alinhada com as expectativas, ou há dificuldades em compreender os objetivos. Use essas informações para reforçar a comunicação e o alinhamento.

Resistance often comes down to two culprits: micromanaging so much that staff lose interest or inconsistency - where your sudden interest raises eyebrows. The key word: CARE. Care isn’t about wielding control or causing confusion; it’s about acknowledging your team’s feelings. When dishing out feedback, think of active listening as your ace in the hole. Combine compassion with objectivity to engage your crew while focusing on personal growth and team triumph. Motivate your team with solid development plans and roll up your sleeves to tackle challenges together. It’s a two-way street - let’s score some goals as a united front, not just spectators! Working collaboratively transforms feedback into a valuable tool for growth and success.

1) Create a feedback-friendly culture year-round, not just during evaluations. 2) Emphasize growth and development, not criticism. 3)Use specific, behavior-focused examples rather than generalizations. 4)Implement 360-degree feedback to increase fairness perception. 5) Train managers in effective feedback delivery techniques. 6)Encourage self-evaluation before the formal review.