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What do you do if conflict arises during performance evaluations?

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Performance evaluations can be a source of tension and conflict, but they are also an opportunity to foster growth and improvement. When you're faced with conflict during these reviews, it's crucial to approach the situation with a clear strategy for resolution. Understanding how to navigate these challenging conversations will not only help resolve immediate issues but also contribute to a more positive and productive work environment. The key is to remain calm, communicate effectively, and find a resolution that aligns with the goals of both the employee and the organization.

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Charmaine Hammond, MA, CSP

Conflict Resolution | Communication | Resilience | Workplace Collaboration | Speaker & Trainer | Charmaine helps teams…

1 Stay Calm

When conflict emerges during a performance evaluation, your ability to stay calm can set the tone for the entire interaction. It's natural for emotions to run high, but remember, your goal is to resolve the conflict, not escalate it. Take deep breaths, listen actively, and maintain a neutral demeanor. By doing so, you encourage a constructive dialogue and demonstrate that you're committed to finding a solution that is fair and beneficial for all parties involved.

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2 Listen Actively

Active listening is essential in understanding the root of the conflict. Pay close attention to what the other person is saying without interrupting or planning your response. Acknowledge their feelings and viewpoints, and show empathy towards their situation. This step is not about agreeing or disagreeing but about showing respect for their perspective. Active listening can often diffuse tension and pave the way for a more collaborative problem-solving process.

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3 Communicate Clearly

Clear communication is pivotal when addressing conflicts during performance evaluations. Be honest and specific about your concerns, and avoid using accusatory language. Instead, use "I" statements to express how certain behaviors or outcomes are affecting the team or company goals. This approach helps to focus on the issue at hand rather than placing blame, which can prevent defensiveness and promote a more open discussion.

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Charmaine Hammond, MA, CSP

Conflict Resolution | Communication | Resilience | Workplace Collaboration | Speaker & Trainer | Charmaine helps teams Work Better Together. Supplier Diversity. Executive Producer-Back Home Again Movie.
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Asking questions for clarification is helpful during these hard conversations. Open ended questions: -who -what - where - when and - why Another helpful tip is to slow the conversation down. Sometimes these conversations seem to move quickly, slowing it down a little helps you process what is being said and how to respond instead of reacting.

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4 Seek Solutions

Once you've established a mutual understanding, it's time to seek solutions. Collaborate with the employee to identify actionable steps that can address the issues raised. This might involve setting new performance targets, offering additional support or training, or adjusting certain work processes. The aim is to agree on a plan that is realistic and measurable, providing a clear path forward for both the employee and the organization.

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5 Follow Up

Following up after the performance evaluation is critical in ensuring that the conflict has been resolved effectively. Set a date to review the progress on the agreed-upon solutions. This follow-up meeting is not only a chance to assess improvements but also to reiterate your support and commitment to the employee's growth. Consistent follow-up demonstrates that you take both their performance and their concerns seriously.

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6 Document Everything

Finally, ensure that all discussions and agreed-upon solutions are well-documented. This documentation should include specific actions, timelines, and expectations that were discussed during the evaluation. Keeping a record not only helps track progress but also provides a reference point for future evaluations or discussions. Documentation is a key component in maintaining clarity and accountability for both you and the employee.

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Hermann Jesús Cortés Bl?baum

Ph.D. Environmental Sciences (EVS) Concentrations in Agriculture, Biology, Chemistry, Geosciences, & Integrated Research
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You can document discussions and solutions in performance evaluations using tools like Google Docs, Sheets, Microsoft OneNote, Trello, Asana, Evernote, or Notion. These platforms allow you to record details, facilitate real-time collaboration, and keep information organized for easy access. It's crucial to choose a platform that fits the team's needs and preferences, ensuring clear and accessible documentation.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What do you do if conflict arises during performance evaluations?

1

2

3

4

5

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1 Stay Calm

2 Listen Actively

3 Communicate Clearly

4 Seek Solutions

5 Follow Up

6 Document Everything

7 Here’s what else to consider

Conflict Resolution

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What do you do if conflict arises during performance evaluations?

1

2

3

4

5

6

7

1 Stay Calm

2 Listen Actively

3 Communicate Clearly

4 Seek Solutions

5 Follow Up

6 Document Everything

7 Here’s what else to consider

Conflict Resolution

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