You're struggling to guide a resistant team member. How can you break through and improve their performance?
To improve a resistant team member's performance, understanding and targeted strategies are key. Here's how to make progress:
- Empathy first: Listen actively to their concerns and validate their feelings.
- Set clear expectations: Ensure they understand their role and the impact of their actions.
- Provide consistent feedback: Offer constructive criticism and recognize improvements.
How do you approach resistance within your team? Share your strategies.
You're struggling to guide a resistant team member. How can you break through and improve their performance?
To improve a resistant team member's performance, understanding and targeted strategies are key. Here's how to make progress:
- Empathy first: Listen actively to their concerns and validate their feelings.
- Set clear expectations: Ensure they understand their role and the impact of their actions.
- Provide consistent feedback: Offer constructive criticism and recognize improvements.
How do you approach resistance within your team? Share your strategies.
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Begin with the open judgment free conversations that help you understand the root cause of their resistance. They define their role expectaions and how their peformance impacts the team clearly. Show them that you break tasks into manageable steps, and when they’ve been working towards a goal for a while that you support them with regular, constructive feedback. I’ve even paired a resistant colleague with a mentor — they became more confident and productive. The more you recognize somebody’s small wins, the more trust and motivation builds. It is communication and support that helps change focus from road blocks to collaboration.
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I would talk to the team members to understand the root causes of their resistance, offer support to help them improve, and if there is no results, find the right role or place for them WITHIN the company.
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As resistant team member is usually someone who does not fully understand the 'Why" of the job he or she is doing and so is not able to understand and find purpose. The moment I would solve that, in my experience a Team member starts to contribute immediately.
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On top of these, make sure that the employee is well-supported emotionally and with the right tools at work. It is also important during the feedback sessions to show that as a leader, you have faith on his/her performance to improve.