They say
“I don’t agree with your feedback.”
Your response
“Tell me where you see it differently. I’ll listen to your examples, and then I’ll explain what I’ve seen and how I reached my conclusion. We may not agree, but I want to make sure I haven’t missed something.”
First, check this
Can you support your assessment with specific observations, and are you willing to change it if the employee provides relevant information you did not have?
Why this works
Disagreement is not the same as an accusation of unfairness. Asking where the employee sees it differently requires them to identify the observation or interpretation they dispute. The manager can then explain their own reasoning and correct it if necessary. The purpose is not to force agreement; it is to make the feedback accurate, clear, and usable.
Don’t say
“You don’t have to agree, but this is how it is.”