1. Objectively assess your own feedback: Is it clear and actionable? 2. Schedule a one-on-one and communicate directly: “I’ve noticed that my feedback on X hasn’t been implemented. Is there a challenge you’re facing?” 3. Listen to their perspective to understand the reasons for their resistance. 4. If you can remove any blockers or bottlenecks, do so. 5. Adapt your approach if needed by showing examples or providing hands-on guidance. 6. Reiterate why the feedback is important and set check-ins to track progress. 7. Ask for feedback: “Well, how do you see it?” or “This is what I think we should do, but what are your thoughts on it?” 8. Ensure and document accountability. 9. Escalate if needed.

If your feedback keeps getting ignored, the issue might not be how you're saying it, but why they’re tuning it out. People resist feedback for many reasons, ego, fear of failure, or feeling unheard. Instead of just repeating yourself, ask open-ended questions to uncover what’s really going on. Make feedback clear, directly tied to their role, and impossible to dismiss. Turn feedback into a two-way conversation. Have them summarize next steps to confirm they understand and own the change. Document agreements to prevent backtracking. Acknowledge progress, but don’t avoid the hard part, if nothing changes, be upfront about consequences. When feedback feels like a shared responsibility instead of a demand, real improvement happens.

One thing I found helpful was to get team members to listen and collaborate: 1. Identify the reason for ignoring feedback. 2. Improve communication: be specific, objective, and timely. 3. Foster a collaborative environment: set clear goals, encourage open communication, and recognize contributions. 4. Address persistent issues: document incidents, escalate if necessary, and re-evaluate team dynamics.

If your team ignores your feedback, try these steps: 1. Understand Why – Identify if it’s workload, relevance, or communication style causing resistance. 2. Make It Actionable – Be specific, explain the “why,” and offer solutions. 3. Adjust Your Approach – Use different formats (one-on-ones, team meetings, written feedback). 4. Lead by Example – Show the behavior you expect and be open to feedback yourself. 5. Build Trust – Encourage open dialogue and recognize positive changes. 6. Escalate If Needed – If issues persist, involve leadership or HR. Keep feedback a two-way conversation for better collaboration.