Navigating conflicts between team members during performance reviews can be challenging but essential for maintaining a positive work environment. Here are three diverse, practical examples to help you manage these difficult conversations effectively.
Context: In a team of five, two employees, Alex and Jamie, have been stepping on each other’s toes regarding a shared project. Their performance review is approaching, and their conflict needs addressing.
During the review, start by acknowledging their individual contributions to the project while highlighting the overlap that has caused tension. You might say, “Alex, your design work has been fantastic, but I’ve noticed that you and Jamie have both taken the lead on some tasks. Jamie, your insights into the project’s direction are invaluable as well.”
Next, facilitate a discussion by asking them to share their perspectives on the situation. Encourage them to express their feelings and frustrations respectfully. After both sides have been voiced, guide them towards a collaborative solution. Suggest they outline clear roles and responsibilities moving forward, and offer to assist them in creating a shared project timeline. This approach shows that you value both team members’ contributions and helps them find common ground.
Notes: If necessary, follow up with both employees a few weeks later to ensure they are adhering to the new roles and to check in on their working relationship.
Context: During a project, two team members, Sam and Taylor, have developed a personal conflict that is impacting their collaboration. It’s essential to address this issue in their upcoming performance reviews.
In the review, start by addressing the elephant in the room: “Sam and Taylor, I’ve noticed that there’s been some friction between you two that’s affecting the team’s productivity. Let’s talk through it openly.”
Encourage them to express how they perceive each other’s working styles. For instance, Sam may feel that Taylor is too critical, while Taylor might think Sam is dismissive of feedback. Normalize these feelings by saying, “It’s common in diverse teams to have different styles, and that’s okay. The goal is to find a way to work together that respects both approaches.”
Guide them in brainstorming strategies to improve their communication. This could involve setting up regular check-ins to air grievances and provide feedback in a structured way. Reinforce that collaboration is key and that they both bring unique strengths to the team.
Notes: Consider providing team-building exercises in the future to foster better relationships among team members.
Context: During a project review, it becomes clear that one team member, Jordan, is underperforming, causing frustration for others, particularly Casey, who has been picking up the slack. This is a sensitive topic that needs careful handling.
Start the conversation by acknowledging the hard work of the entire team: “I want to thank everyone for their efforts on this project. Jordan, I noticed that some deadlines were missed, which has put additional pressure on Casey and the rest of the team. Let’s dive into how we can support you moving forward.”
Ask Jordan what challenges they are facing that might be affecting their performance. Listen actively and validate their feelings, while also making it clear that the impact on the team is significant. Then, guide the conversation towards solutions: “What resources or support do you think might help you improve? Would a mentorship or additional training be beneficial?”
Encourage Casey to share their perspective as well, ensuring that they do so in a constructive manner. Emphasize that the goal is to support each other and to create a more balanced workload. Set up a follow-up meeting to track Jordan’s progress and ensure that improvements are being made.
Notes: Regular check-ins can help maintain accountability and ensure that all team members feel supported in their roles.