Your direct report is resistant to change. How can you effectively provide feedback to help them adapt?

1 Understand Why

Resistance to change is rarely without reason. Start by engaging in a dialogue to understand your direct report's perspective. Are they worried about their ability to adapt, or do they have concerns about the change itself? Listen actively and acknowledge their feelings. This shows that you value their input and are not dismissive of their concerns. Once you have a clearer picture of their hesitation, you can tailor your feedback and support to address their specific issues.

2 Clear Expectations

Clarity is key when it comes to setting expectations. You need to communicate what is changing, why it's necessary, and how it will impact your direct report's role. Avoid using jargon or vague terms that might cause confusion. Instead, be specific about what you expect from them during the transition period and beyond. This will help them focus on what is within their control and what they need to work on to align with the new direction.

3 Offer Support

Change can be daunting, and knowing that support is available can make a significant difference. Offer resources such as training sessions or mentorship opportunities to help your direct report develop the necessary skills for the change. Reassure them that it's normal to face challenges during a transition and that you're there to help them navigate these challenges. Your support can boost their confidence and willingness to engage with the change process.

4 Positive Reinforcement

Recognize and reinforce positive behaviors and milestones as your direct report makes efforts to adapt. Positive reinforcement can be a powerful motivator. It encourages continued progress and helps build a positive association with the change. Celebrate small victories and provide constructive feedback on areas that need improvement, ensuring that your direct report feels appreciated for their efforts.

5 Continuous Dialogue

Maintain an open line of communication throughout the change process. Regular check-ins will allow you to monitor your direct report's progress and provide ongoing feedback. It also gives them the opportunity to voice any new concerns or questions that may arise. A continuous dialogue ensures that both you and your direct report are aligned and can address issues promptly.

6 Adapt Your Approach

Lastly, be prepared to adapt your feedback and leadership style to meet the needs of your direct report. Not everyone responds to change in the same way, so a one-size-fits-all approach is unlikely to be effective. Pay attention to how they respond to different strategies and adjust accordingly. Flexibility in your approach demonstrates your commitment to their development and can lead to better outcomes for both the individual and the organization.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?