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How can you resolve conflicts about performance issues?

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Conflicts about performance issues can be damaging to your relationships with colleagues, managers, or clients, as well as to your productivity, motivation, and reputation. Fortunately, these conflicts can be resolved effectively by following some simple steps. This article will provide an overview of how to identify the root causes of the conflict, communicate with respect and empathy, seek feedback and solutions, follow up and monitor progress, and learn from the experience.

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1 Identify the root causes

Before attempting to resolve a conflict about performance issues, it is essential to understand what is causing it. Could it be a misunderstanding of expectations, goals, or standards? Is it a lack of resources, support, or training? Or is it a personal issue such as stress, bias, or personality clash? To identify the root causes, you can ask yourself questions like: what is the specific performance issue that triggered the conflict? When and how did the conflict start and escalate? Who is involved and affected by the conflict? What are the needs, interests, and emotions of each party? What are the facts and evidence of the performance issue? And what are the assumptions and perceptions of each party? Answering these questions can help you uncover the root causes of the conflict and take steps towards resolving it.

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Vamshi Chenna

Director at My Business Associate
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1. Gather Information: Investigate Thoroughly, Clarify Expectations 2. Create a Constructive Environment: Private Conversation, Active Listening, Empathy 3. Provide Feedback: Specific Feedback ,Focus on Behavior 4. Set Clear Expectations: Define Expectations, SMART Goals 5. Offer Support: Training and Resources, Regular Check-ins 6. Mediation and Conflict Resolution: Mediation , Conflict Resolution Training 7. Implement Consequences: Positive Reinforcement ,Consequences 8. Document Everything: Documentation 9. Follow Up: Continuous Monitoring ,Learning from the Conflict 10. Promote a Positive Work Culture: Open Communication, Training and Development

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2 Communicate with respect and empathy

Once you have identified the root causes of the conflict, you need to communicate with the other party or parties involved. Communication is essential for resolving any conflict, particularly one concerning performance issues. It is important to demonstrate respect and empathy when communicating, such as selecting an appropriate time and place for the conversation, listening actively and attentively to the other party's perspective, acknowledging their feelings and concerns, expressing your own feelings and concerns without blaming or accusing, using "I" statements instead of "you" statements, asking open-ended questions to clarify and understand, and avoiding interruptions, distractions, or defensiveness.

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Oliver F.

Military Programs Director @ United States Department of Defense |
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Communication is the foundation of this particular topic. I believe everything is grounded in active communication. Understanding expectations and acknowledging employees/supervisor relationship is key. After understanding the issue, the leader needs to establish a baseline and explain that there may have been traits that run counter to a positive work ethic. After explaining the observations, ask the employees opinion and ensure respect, empathy, trust, and honesty in the conversation is key. Highlight positive actions that have been taken before, and explain that its a two way street. Ensure there is feedback and acknowledge the fact that it is positive-constructive criticism to help the employee become the best they can.

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3 Seek feedback and solutions

After you have communicated with respect and empathy, you need to seek feedback and solutions that are specific and measurable, achievable and realistic, relevant and aligned with the goals and standards, timely and clear, and mutual and collaborative. To do this, you can use techniques such as asking for constructive feedback on your performance, giving feedback on the other party's performance, brainstorming possible solutions and evaluating their pros and cons, negotiating and compromising on the best solution for both parties, and agreeing on the action steps, responsibilities, and deadlines for the solution. Seeking feedback and solutions is the outcome of the communication process; it should be based on facts and evidence rather than emotions or opinions.

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4 Follow up and monitor progress

After seeking feedback and solutions, it's important to follow up and monitor progress to ensure the implementation and effectiveness of the solution. Follow up and monitoring progress should be consistent and frequent, transparent and accountable, supportive and encouraging, as well as flexible and adaptable. To do this, you can check in regularly with the other party and give updates on your progress, ask for and provide feedback on the results and impacts of the solution, recognize and celebrate the achievements and improvements of both parties, and adjust or revise the solution if needed.

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5 Learn from the experience

After you have followed up and monitored progress, you need to learn from the experience. This reflection helps you grow and improve your performance and relationships. You should evaluate the process and outcome of the conflict resolution, identify your strengths and weaknesses, acknowledge the lessons and insights gained, and apply them to future performance and interactions. By doing so, you can resolve conflicts about performance issues effectively and positively, while also enhancing your relationship building skills to create a more productive and harmonious work environment.

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6 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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How can you resolve conflicts about performance issues?

1

2

3

4

5

6

1 Identify the root causes

2 Communicate with respect and empathy

3 Seek feedback and solutions

4 Follow up and monitor progress

5 Learn from the experience

6 Here’s what else to consider

Relationship Building

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How can you resolve conflicts about performance issues?

1

2

3

4

5

6

1 Identify the root causes

2 Communicate with respect and empathy

3 Seek feedback and solutions

4 Follow up and monitor progress

5 Learn from the experience

6 Here’s what else to consider

Relationship Building

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