Resistance is often a signal worth listening to.
More often than not, it simply means that someone is trying to understand what the initiative means for them personally.
When approached with openness and clarity, resistance can become the starting point for better conversations and stronger engagement.
Common reactions and how to respond to them
Here are a few common reactions, what they may actually reflect, and how to help move the conversation forward.
Reaction observed | What it may actually reflect | How to help shift the perception |
“Another form to fill out…” | Fatigue toward processes or the feeling that nothing changes afterward | Show that the initiative leads to real follow-up conversations and concrete actions |
“I don’t want to be judged.” | Fear that responses could be used against them | Recenter the conversation on development, strengths, needs, and growth |
“I don’t know what to answer.” | Lack of guidance or fear of answering incorrectly | Provide simple, concrete examples of useful responses |
“This is going to create tension.” | Discomfort around discussing sensitive topics | Explain the expected approach: respectful, constructive, and based on observable situations |
“Will this impact my salary?” | Concern about consequences | Clearly explain how results will — and will not — be used |
“I don’t have time for this.” | The impression that the process will be heavy | Present the initiative as short, focused, and directly connected to useful conversations |
“Why involve colleagues?” | Fear of social judgment or loss of control | Explain that 360 feedback broadens perspectives and helps reveal strengths or blind spots |
“I’d rather just talk about it directly.” | Preference for simplicity or discomfort with written responses | Position the tool as preparation for the conversation, not as a replacement for it |
How to reduce resistance
🟢 To reduce resistance, it is important not to become defensive.
The conversation should always return to the core intention:
Better understanding;
Better support;
Better recognition;
Better conversations;
Better development support.
When employees see that the initiative leads to real discussions and meaningful follow-ups, resistance often decreases naturally.