77. Handling Employees Who Refuse Feedback
How to encourage a culture of continuous improvement.
Imagine this - You provide constructive feedback to an employee about their work performance, but they immediately become defensive. Another employee dismisses suggestions altogether, insisting their approach is fine as is. Over time, you notice -
Lack of professional growth, as employees refuse to make improvements.
Strained manager-employee relationships, due to defensive reactions.
Lower team morale, as employees who accept feedback feel undervalued.
Stagnant productivity, with the same recurring issues affecting workflow.
Feedback resistance is a major challenge for leaders. When employees reject feedback, it limits their development and hinders the company’s ability to improve. If not addressed, it can foster a culture of complacency and even encourage negativity in the workplace.
HR psychology tells us that feedback resistance often stems from fear of failure, low self-awareness, or past negative experiences. Some employees feel personally attacked, while others may not see the value in changing their ways.
The challenge? How do you create an environment where employees embrace feedback as a tool for growth rather than criticism?
The Solution – A Three-Part Approach - Prepare, Deliver, and Reinforce
Encouraging a culture of continuous improvement requires the right preparation, effective delivery, and long-term reinforcement of feedback principles.
1. Prepare Employees for a Feedback-Positive Culture
Resistance to feedback is often rooted in workplace culture and leadership style. Setting the right foundation makes a significant difference.
A. Establish a Growth-Oriented Mindset
Reinforce the idea that feedback is a development tool, not a personal attack.
Highlight examples of employees who have grown from feedback.
Encourage peer learning and mentorship to normalise constructive conversations.
Red Flag - If employees only receive feedback during performance reviews, they may perceive it as criticism rather than guidance.
B. Build Trust & Open Communication
Foster psychological safety, where employees feel comfortable discussing weaknesses.
Encourage managers to be approachable and lead by example.
Implement an open-door policy where feedback is a two-way process.
HR Psychology Insight - Employees who trust their leaders are more receptive to feedback.
C. Train Managers on Giving Constructive Feedback
Equip leaders with techniques to deliver feedback effectively.
Encourage the use of the SBI model (Situation-Behaviour-Impact) for clarity.
Teach managers to read emotional cues and adjust their approach accordingly.
HR Best Practice - Well-trained leaders create a safe space for constructive discussions, making feedback feel like guidance rather than criticism.
2. Deliver Feedback Effectively & Encourage Receptiveness
Even with the right environment, feedback must be delivered properly to maximise its impact.
A. Approach Feedback with Empathy & Positivity
Frame feedback as an opportunity for development, not a list of failures.
Use neutral, non-judgmental language to prevent defensiveness.
Acknowledge strengths before addressing areas for improvement.
Red Flag - If an employee feels personally criticised, they are more likely to reject feedback.
B. Make Feedback Specific, Actionable & Fair
Focus on clear, observable behaviours rather than vague generalisations.
Offer practical steps for improvement rather than just pointing out flaws.
Ensure feedback is balanced and unbiased, avoiding personal opinions.
HR Psychology Insight - Employees respond better to concrete suggestions rather than abstract criticisms.
C. Encourage Two-Way Conversations
Allow employees to share their perspectives and concerns.
Ask open-ended questions like, “What challenges do you see in making this change?”
Show willingness to adjust expectations based on employee feedback.
HR Best Practice - Feedback should be a collaborative dialogue, not a one-sided directive.
3. Reinforce Feedback as a Continuous Practice
Sporadic feedback sessions won’t shift workplace culture—ongoing reinforcement is key.
A. Normalise Regular Feedback Sessions
Implement frequent, informal check-ins rather than annual performance reviews.
Encourage peer-to-peer feedback to make feedback part of daily interactions.
Provide growth plans that track progress and acknowledge improvements.
Red Flag - If feedback is only given in response to mistakes, employees may associate it with failure rather than growth.
B. Recognise & Reward Responsiveness to Feedback
Acknowledge employees who actively work on their feedback.
Highlight improvements in team meetings and performance appraisals.
Offer development opportunities for those who show commitment to growth.
HR Psychology Insight - Positive reinforcement encourages employees to view feedback as beneficial rather than critical.
C. Address Persistent Resistance Professionally
If an employee continually rejects feedback, explore underlying causes.
Consider mentorship or coaching to guide their development.
If necessary, implement performance improvement plans (PIPs) for accountability.
HR Best Practice - While patience is key, employees must ultimately take responsibility for their growth.
Prevent Future Feedback Resistance with a Stronger Culture
To sustain a culture of continuous improvement, feedback must be an integral part of the work environment.
A. Create a Feedback-Friendly Workplace
Encourage an atmosphere where giving and receiving feedback is natural.
Provide training on constructive feedback for all employees.
B. Strengthen Leadership Communication
Equip leaders with coaching techniques to support employee development.
Encourage managers to act on feedback themselves, demonstrating its value.
C. Use Technology to Track Growth & Feedback Trends
Implement HR tools that monitor performance feedback loops.
Use data to identify employees who are improving and those needing extra support.
Red Flag - If employees only hear feedback when something goes wrong, they will remain resistant to change.
Reflective Scenario – What Would You Do?
A talented employee consistently resists feedback, insisting their methods are effective. They react negatively when given suggestions for improvement and avoid performance discussions.
Using the strategies above, you might -
Reframe feedback as an opportunity rather than criticism.
Engage them in a collaborative discussion on how changes could benefit their role.
Offer specific, actionable guidance to make improvements easier.
Follow up regularly to track progress and reinforce positive changes.
By creating a feedback-positive culture and reinforcing growth-oriented mindsets, SME leaders can build teams that embrace continuous improvement.
Golden Nugget - "A strong workplace is one where feedback fuels growth, not defensiveness. When employees see feedback as a tool for success, the whole business thrives."
By applying preparation, effective delivery, and continuous reinforcement, SME owners can create a workplace where feedback is valued and embraced as a pathway to success.