What are the best practices for negotiating performance-based conflict resolution with empathy and respect?

Figure out the specifics - is it about skills, motivation, communication, or resources? It is important to avoid assumptions and biases, focusing on clear behaviors, outcomes, and feedback that pinpoint any performance concerns. Let's make this conversation about facts, not opinions, and work together to find solutions that benefit everyone.

La escucha activa siempre es el factor no negociable en la resolución de conflictos. La técnica del sandwich es un clásico que no pasa de moda, es efectiva y fácil de utilizar. Un cierre positivo en una discusión define totalmente la experiencia de la conversación. al final del día lo que se busca es solventar un inconveniente no se?alar culpables como tal.

Resolu??o de conflitos baseada em desempenho, empatia e respeito é uma maneira eficaz de lidar com situa??es intensas e desafiadoras: 1. Compreender o problema: Entender as perspectivas envolvidas no conflito, ouvir todas as partes. 2. Focar nos fatos: Tenha embasamento da discuss?o, fatos objetivos e comportamentos reais. 3. Comunica??o clara e objetiva: Expresse suas ideias de forma clara e direta. Evite procurar culpados e concentre-se em solucionar o problema. 4. Tenha empatia e seja compreensivo: Reconhe?a os sentimentos das pessoas envolvidas. 5. Colabora??o: Incentive a colabora??o para encontrar solu??es. 6. Avalie: Após a resolu??o do conflito, fa?a um acompanhamento para garantir que as solu??es estabelecidas estejam funcionando.

When you are trying to reach with your employees about their performance you must to be capable of express yourself in a specific behavior way. You must to avoid telling them what they are doing wrong and recognize their importance for the company, try to clarify the situations that you think are distracting them or you can try to make them feel that their skills are really important and you need their concentration for the future tasks that you will assign them.

Setting a defined, achievable goal for the conversation lays the foundation, paired with choosing an environment that fosters open communication. Foreseeing potential reactions allows for planning, and on a personal level, maintaining a positive, respectful mindset is crucial. Remember, the aim is growth and improvement, steering clear of blame or punishment.

Actively tuning into not just the words, but the difference of expression is crucial. Acknowledging the employee's feelings, perspectives, and concerns with genuine curiosity lays the groundwork. Asking open ended questions, paraphrasing, and summarizing all contribute to a constructive conversation that fosters trust and builds a safe space for resolution.

From my experience, I believe that having a conversation with an employee about their performance leaves a lasting impact on some employees for the rest of their lives. Amidst the pressures of work and life, caring for employees' psychological and financial interests and engaging in dialogue with them as partners in success becomes crucial. The impact of this does not stop at achieving short-term goals, but also contributes to achieving long-term goals by creating an attractive work environment for talents and retaining current employees.

Although, performance conflicts require a delicate balance of empathy and respect, it's essential to recognize that sometimes, an unvarnished and direct approach can be effective. Cut through the niceties and address performance issues head-on, setting clear expectations and consequences. This approach, though seemingly less empathetic, can drive a culture of accountability and efficiency, avoiding prolonged conflicts.