Aqui estão algumas estratégias que utilizo e podem ajudar: -Crie um ambiente de confiança para que o feedback seja aceito de forma positiva. -Seja específico e objetivo usando exemplos concretos para ilustrar seus pontos. -Foque nos comportamentos, não na pessoa. Aborde ações e resultados específicos ao invés de fazer críticas à personalidade do indivíduo. -Explique como a mudança beneficia não apenas a organização, mas também o desenvolvimento pessoal e profissional. -Ouça ativamente, isso demonstra respeito. -Incentive o diálogo ao invés de um monólogo. Permita que os funcionários façam perguntas e compartilhem suas preocupações ou sugestões. -Reconheça que a mudança pode ser difícil e valide os sentimentos dos funcionários quanto a isso.

I've found success by making feedback a two-way street. First, be transparent about why changes are happening and what problems they aim to solve. Then, create multiple channels for employees to share concerns - whether through anonymous surveys, small group discussions, or one-on-ones. Most importantly, demonstrate that you're really listening by acknowledging valid concerns and adapting the approach where possible. When employees see their input shapes the final outcome, they're more likely to buy in to the changes, even if they don't agree with every aspect.

Establish a culture where employees feel safe to express their concerns and opinions. Ensure that feedback is seen as a tool for growth rather than criticism. Encourage open communication and emphasize that differing viewpoints are valued. When employees express resistance to performance changes, listen to their concerns without interruption. Demonstrating that you value their input can help build trust and rapport. Paraphrase their points to show understanding and acknowledge their feelings. When providing feedback, concentrate on specific behaviors rather than making generalized statements. Use concrete examples to illustrate your points, making it easier for employees to understand the areas that need improvement.

To foster constructive feedback, create an open and safe environment where employees feel heard. Encourage honest dialogue by actively listening to their concerns and validating their feelings. Focus on the "why" behind performance changes, showing how they align with company goals. Provide opportunities for two-way feedback, offering support and actionable solutions. This collaborative approach builds trust, helping employees feel more engaged and willing to embrace change.

When employees resist performance changes, I’ve found success using a structured approach based on personal experience with a challenging team transition: Engage in Pre-Change Dialogues: Before implementing changes, I held small group discussions to understand employees' concerns and gauge their expectations. Feedback Rounds: Created weekly sessions where employees provided specific feedback, and we addressed recurring themes directly. Collaborative Adjustment: Involve employees in refining changes where possible, so they feel ownership of the process. Transparency Checkpoints: Provide updates showing how feedback influenced decisions, building trust and cooperation.