What do you do if an employee's conflict resolution skills are lacking during performance reviews?

1 Identify Issues

When you notice an employee struggling with conflict resolution, the first step is to identify specific issues. Look for patterns in their interactions that may suggest a lack of effective conflict management. It could be an inability to compromise, poor communication during disagreements, or a tendency to avoid conflicts altogether. By pinpointing the exact areas where improvement is needed, you can provide clear, actionable feedback. Remember, the goal is to help the employee understand the impact of their actions on the team and the importance of developing these skills.

2 Provide Examples

To effectively communicate the need for improvement in conflict resolution, provide concrete examples from past incidents. This approach helps the employee understand the real-world implications of their actions and how they affect team dynamics. Avoid general statements and focus on specific situations where their conflict management was lacking. Describe the scenario, their response, and how a different approach could have led to a more positive outcome. Examples serve as valuable teaching tools that can guide the employee toward better strategies in the future.

3 Offer Resources

Once you've addressed the issue and provided examples, offer resources to help the employee improve their conflict resolution skills. This could include workshops, training sessions, or reading material on effective communication and negotiation techniques. Encourage them to seek mentorship from colleagues who exhibit strong conflict management abilities. Providing resources shows your commitment to their professional development and gives them the tools they need to succeed.

4 Set Goals

After discussing the importance of conflict resolution and offering resources, set clear, achievable goals for the employee to work towards. These goals should be specific, measurable, and time-bound. For instance, you might encourage them to resolve at least one ongoing workplace dispute within the next month or to practice active listening in all team meetings. Setting goals gives the employee a clear direction and benchmarks to gauge their progress.

5 Follow Up

Consistent follow-up is crucial to ensure that the employee is making efforts to improve their conflict resolution skills. Schedule regular check-ins to discuss their progress, challenges they may be facing, and any additional support they might need. This ongoing dialogue reinforces the importance of the skill development and keeps the employee accountable. It also allows for adjustments to be made to their goals and resources as needed.

6 Encourage Practice

The final piece of advice is to encourage the employee to practice their new conflict resolution skills in real-life situations. This could involve role-playing exercises or opportunities to mediate minor disputes under supervision. Practice builds confidence and helps to reinforce the learning. Encourage them to reflect on each experience, considering what worked well and what could be improved. With time and practice, they'll become more adept at handling conflicts effectively.

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?