Como líder de RH, esto es muy común en las empresas, a mi me ha funcionado muy bien integrar las acciones a ejecutar a partir del feedback; es decir: - Organiza sesiones claras donde comentes que la retroalimentación y los compromisos serán tomados en cuenta en la siguiente evalaución - Apóyate en los líderes de cada área para crear una cultura de feedback y seguimiento constante. - Investiga y platica con estos colaboradores e investiga que está pasando, descubre que los motiva para impulsarlos a escuchar y accionar a partir del feedback.

I have recently qualified as a Psychological Safety practitioner & would recommend anyone to read 'The Fearless Organization" by Amy Edmondson. To have a team member respond favorably to feedback, psychological safety need to be at the heart of the conversation. If feedback is being ignored, it could be a sign that psychological safety is lacking within the team. As leaders, we play a key role in establishing psychological safety by modeling vulnerability, sharing our own mistakes & the lessons we have learned. Show your team that making mistakes is part of growth & not something to be ashamed of. Frame Feedback as a Learning Opportunity, a way to grow, not as a critique or a judgment of their capabilities but as a means of improving.

If a team member ignores feedbacks, then he / she needs specific attention. However, as a leader, it's important to create an ambience of both giving and receiving feedbacks as and when needed. When he / she realises that you are open to also receiving feedbacks, then it helps him / her to become comfortable and accountable to listen to our side of the story as well. It is also important to make him / her understand the consequences the team, the project and as a whole, the organisation would suffer when the feedback is ignored continuously. Ultimately, "people are more important than performance". However, this is a 2 way traffic and the rules have to be respected from both sides.

El desafío esta en ser un lider asertivo. El liderazgo no solo es dar comentarios, sino evaluar la efectividad de ellos. Si tu equipo está incómodo o los ignoras, en principio no estas siendo claro y ellos te ignoran. Una forma es acercarte a su ambiente de trabajo y conocer más de cerca que puede estar incomodando los comentarios. Si tienes cercanía y conocimiento de su trabajo vas a tener un equipo alto en producción y tus aportes serán mejor recibidos.

In many cases we face such situations. As a team lead we have to deal with each and everyone team members separately, as we are not only handling many team members but also their emotions. Each individual is different from each other and their reaction to situations are also different. Build the trust and make them understand the possibility and positive aspect of the feedback that you are sharing. Which is not only aiming to fulfill an organisation's goal but also his/her professional and personal goal.