Why people do not listen to your feedback

Some managers feel that their feedback to their team is not listened to. It’s often for two reasons:

1. You didn’t demonstrate a track record of being helpful. Perhaps, your past feedback created more problems than it solved. Or perhaps, your team doesn’t have reasons to trust you know their job. Or maybe, you have a history of self-centeredness. Either way, unless you have a track record of being helpful, your people will be reluctant to listen to your feedback.

2. Your feedback isn’t helpful, or doesn’t feel like it’s helpful. Perhaps, it points out a problem your interlocutor already knew they had but didn’t know how to solve. Or perhaps, your feedback is too abstract and generic and doesn’t provide a clear step forward. Or maybe, you criticized your interlocutor instead than a specific behavior or part of their work. Either way, you’re not perceived as adding value.

If you want your feedback to be listened to, learn to give feedback that feels helpful, and get a track record of giving more helpful feedback than unhelpful one (as determined by its recipient).