🎯 Use the “Mirror Method” -- Ask them to reflect on their own work and identify areas they’d improve, fostering self-awareness. 🎯 Host a “Feedback Relay” -- Involve peers in sharing constructive insights collaboratively, softening the impact of direct criticism. 🎯 Gamify Improvements -- Turn implementing feedback into a friendly challenge with rewards for noticeable progress. 🎯 Show, Don’t Tell -- Demonstrate the benefits of applying feedback through examples or role models. 🎯 Flip the Script -- Ask them for feedback on your own work, opening a two-way dialogue and building trust. 🎯 Celebrate Small Wins -- Recognize any positive changes, reinforcing the value of embracing feedback.

Sometimes a carefully arranged comparison helps. When that team member sees the benefit of that feedback applied on others it can trigger their innate sense to compete and therefore act on that feedback

Things I have always found helpful is to express , talk and communicate. All sound similar yet they are all done in a private setting . Go for an informal setting , keep it open ended to understand if team member is going through challenges and then express what is impacting and why and then ask for feedback and mention you are there for support Beyond this if things still don’t move , find new ways to get things done ! :)

It is very important to have an individual development plan: agree together with the employee steps to be taken to achieve the objective. Providing readings, courses and ongoing support should be part of the process. More than anything, it is essential that the employee understands that they will be heard and understood in their expectations during this process, and also that the plan is for them to grow and add, never the other way around.

Enhanced communication skills between the team and follow up on tasks that require action, as well make it part of evaluation appraisal