What are the most common performance management conflicts and how can you handle them?

One thing about setting a SMART goal is that it is to be Specific, Measurable, Achievable, Relevant, and Time-bound. The performance of any worker or team is to meet up with certain goals. So, as a supervisor, when delegating work to your team, it is necessary that such work is specific and precise, the word spread among your team should be an achievable job, relevant to the core ideology of the organization, and such delegated work is fixed around a period till due report time.

Setting SMART goals is a good foundation, but I do think there are ways to navigate or eliminate unnecessary conflict. You can set a big common goal and give everyone the freedom to help reach the goal by adding what they think is of value. In that way, everyone can play to their strengths and no one has to feel like they are being ignored or undervalued. The big thing of avoiding conflict throughout is also consistent and honest feedback. Hold team members accountable in private and praise their progress in public so you can make sure everyone follows through and brings their part.

Over time, the level of mentorship a supervisor has is tested and appreciated here. When team members are not meeting the expected standard of performance, how best do you manage such conflict and identify to what extent there is a gap between the desired performance being set up in the SMART goals and the actual level of performance the team members have performed? Understanding this gap and letting the team members see this gap also helps you both to work out an action plan moving forward. When team m

In this phase, you need to be very diplomatic as a supervisor. Thou, in as much as being strict, should be the norm, and the aspect of showing respect for who your team members are and explaining in detail evidently can't be over-emphasized when handling disagreement.

Managing expectations when your team members have different or unrealistic expectations about their performance or reward balls down to how well you communicate to them, the standards, vision, mission and values that bind the organization. Training and Re-training and promotions help your team members to understand what the organization requires of them.

Identifying the current and future skill gaps and needs of your team members must be in line with the goals of the organization. Developing the skill set of your team members through the creation of opportunities for learning, training, and development in line with the vision, mission and values of your organization helps you manage conflicts and maximize the productivity of your team.

Managing performance conflict is how the supervisor or mentor can channel the goals, vision, mission, values, and expectations the organization wants to the team members and nurture them to have productive performance and grow the organization.