As someone still growing in my HR career, I would handle disputes over performance reviews by focusing on open communication and fairness. I would first listen to both sides to understand their concerns and make sure everyone feels heard. Then, I would refer to the company’s performance guidelines to ensure consistency and objectivity in the review process. If the disagreement continues, I wouldn’t hesitate to seek guidance from a more experienced HR colleague or manager to help mediate and find a fair resolution. My goal would be to keep the conversation professional and constructive while ensuring employees feel valued and treated fairly.

Clarify Expectations – Ensure performance criteria are well-defined and transparent. Encourage Open Dialogue – Listen to all perspectives and address concerns fairly. Use Data & Evidence – Base reviews on measurable performance, not opinions. Find Common Ground – Focus on solutions like improvement plans or training. Involve a Mediator if Needed – HR or a neutral party can help resolve disputes.

I believe that conflicting views on employee performance reviews are symptoms of a deeper issue. Productive and equitable performance evaluations that work toward retention and growth of employees are products of well-developed managers. Performance reviews require ongoing dialogue between employees and managers that are open, respectful exchanges of relevant feedback offered by both parties.

The key is to remain impartial and objective, ensuring that performance reviews are fair and without bias. Involving HR can ensure impartiality, but it should not be done privately without the employee's knowledge, as this may compromise fairness. HR should only be brought in if a manager-employee resolution cannot be reached, maintaining procedural fairness. Performance concerns should not be raised for the first time in a review. Managers must provide ongoing feedback, with specific examples, well in advance, allowing employees time to improve. Rely on facts, data, and input from stakeholders as the basis for decisions. Transparency and consistency prevent misunderstandings, fostering open communication and trust.

Performance reviews should drive growth, not tension. To handle disputes effectively: 1. Set Clear Criteria – Standardized evaluation metrics ensure fairness and transparency. 2. Encourage Open Dialogue – Facilitate structured conversations to align expectations. 3. Leverage Data – Use objective metrics and feedback to support evaluations. 4. Provide Mediation – Offer HR or third-party facilitation to resolve disputes constructively. A structured, transparent, and feedback-driven approach ensures reviews remain fair, productive, and growth-focused.