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What do you do if your peer support relationships are strained due to performance evaluation?

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When performance evaluations come into play, peer support relationships can sometimes feel the strain. It's an uncomfortable situation but not uncommon. You might find yourself on either side of the equation: the one giving feedback or the one receiving it. In such instances, it's crucial to handle the situation with care to preserve the professional and supportive dynamic. Remember, these relationships are built on trust and mutual respect, which can be tested during evaluations. The key is to navigate these waters with empathy and clear communication.

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Javier Llaneza

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Agnieszka A. Rzenno (????)

Senior Leader & Global HR Strategist | Intercultural & Ethical Management | Sustainable Rewards | Driving…

1 Acknowledge Tension

If you sense a shift in your peer support relationship following a performance evaluation, it's important to acknowledge it. Trying to brush it under the carpet will only allow the tension to fester and potentially worsen. Approach your peer in a private and comfortable setting. Express your observations about the change in dynamics and convey your commitment to maintaining a supportive relationship. It's essential to listen actively and understand their perspective as well. This can help clear any misunderstandings and reassure both parties of the value of their relationship.

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Javier Llaneza

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Todo debe ser explicado y comprendido desde el principio. La evaluación debe basarse en criterios objetivos y tener presente todo el proceso y los imprevistos como cualquier situación que pueda ayudar a aclarar las diferencias

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Frank Stell - L'architecte de votre réussite

+5600 abonnés - J'aide les personnes de haut niveau professionnel d'avancer dans leur carrière et/ou de se positionner de fa?on optimale sur le marché caché du travail !
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Clarifier la situation, chercher le dialogue pour comprendre ce qu'il se passe, afin de comprendre la problématique et d'envisager les solutions d'amélioration.

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TANIA PANGO NAZAR ??

Passionnée par l'humain, j'accompagne les transitions professionnelles avec authenticité.
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Transparence. Enlevé donc l'imaginaire, s'il n'y a pas de clarté sur les critères d'évaluation qui peuvent créer de disparités nous alimentons les fantasmes de chaque individu. Etre factuel dans les évaluations est aussi un élément impératif.

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2 Open Dialogue

Maintaining an open line of communication is crucial when dealing with strained peer support relationships. Encourage a dialogue where both you and your peer can share feelings and perspectives about the evaluation process. This isn't about debating who's right or wrong but rather understanding each other's viewpoints. By discussing the situation openly, you can identify the root causes of the strain and work collaboratively towards a resolution. Remember, the goal is to reinforce your support system, not undermine it.

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Luis E. Aharón G.

Tu poder interior a través de la Psicoterapia Clínica | Coach para el éxito y Relator para la transformación personal | Investigador en Salud Mental y Asesor en desarrollo emocional, profesional y organizacional
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El diálogo no debe ser un campo de batalla donde se busque demostrar quién tiene razón o quién está equivocado. Más bien, es una oportunidad para comprender los puntos de vista de los demás, para adentrarnos en su mundo emocional y cognitivo. En esta exploración compartida, podemos descubrir las raíces profundas de la tensión y trabajar juntos para encontrar soluciones que beneficien a ambas partes. Es importante recordar que el objetivo de esta comunicación no es ganar, eso puede socavar y debilitar nuestra relación. Es importante implementar: 1.- Escucha activa y comprensiva 2.- Reflexión y acción (Comprendiendo las causas fundamentales) 3.- Orientación a la Motivación para el cambio y la transformación

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3 Reflect Objectively

It's important to take a step back and reflect on the feedback given during the performance evaluation. Consider the points raised objectively and assess whether there's validity to them. Sometimes, your own defensive mechanisms might cloud your judgment. If you're the one who has given feedback, reflect on how it was delivered. Was it constructive and fair? Self-reflection is a powerful tool that can help smooth out tensions by allowing both parties to understand their roles in the situation.

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4 Rebuild Trust

Once you've acknowledged the issue and communicated openly, focus on rebuilding trust. This might involve setting new boundaries or expectations within the peer support relationship. It could also mean taking actionable steps based on the feedback received during the evaluation. Trust is built through consistent actions over time, so be patient with the process. Show through your actions that you value the relationship and are willing to work towards regaining any lost trust.

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5 Support Continuity

After addressing the immediate concerns, it's important to ensure the continuity of support. This means regularly checking in with each other and providing encouragement as you both move forward. Celebrate improvements and continue to offer help where needed. A performance evaluation should not be an endpoint but rather a checkpoint in an ongoing journey of professional growth and mutual support.

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Agnieszka A. Rzenno (????)

Senior Leader & Global HR Strategist | Intercultural & Ethical Management | Sustainable Rewards | Driving Transformation | Tech & Finance | APAC, EMEA, NAM, LATAM
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A performance evaluation is a perfect moment to make a break and make together "out of the box" exercise to get new perspective.

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6 Future Preparations

To prevent future strains on peer support relationships due to performance evaluations, consider preparing together. Discuss potential feedback in advance, set realistic expectations, and decide on how to support each other regardless of the outcomes. By being proactive, you can mitigate the impact of evaluations on your relationship and maintain a strong, supportive bond that withstands the pressures of performance assessments.

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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 your peer support relationships are strained due to performance evaluation?

1

2

3

4

5

6

7

1 Acknowledge Tension

2 Open Dialogue

3 Reflect Objectively

4 Rebuild Trust

5 Support Continuity

6 Future Preparations

7 Here’s what else to consider

Peer Support

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What do you do if your peer support relationships are strained due to performance evaluation?

1

2

3

4

5

6

7

1 Acknowledge Tension

2 Open Dialogue

3 Reflect Objectively

4 Rebuild Trust

5 Support Continuity

6 Future Preparations

7 Here’s what else to consider

Peer Support

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感谢您的反馈

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