Start by facilitating an open discussion where all team members can express their viewpoints without judgment. Use data-driven assessments or objective metrics to clarify performance standards and avoid subjective biases. Encourage collaborative problem-solving by involving the team in finding solutions to improve performance. Provide clear expectations and regular feedback to create a shared understanding of goals. Emphasize the importance of teamwork and mutual respect to rebuild trust and unity.

Conflitos em torno de percepções de desempenho requerem clareza e diálogo. Crio um espaço seguro para que os membros da equipe compartilhem suas perspectivas sem julgamentos. Baseio a conversa em métricas objetivas e exemplos concretos, esclarecendo expectativas e resultados esperados. Depois, estabeleço planos de ação colaborativos para alinhar esforços e fortalecer a coesão. A transparência e a escuta ativa são fundamentais para transformar discordâncias em crescimento coletivo.

To resolve conflicts over underperformance perceptions, focus on clarity, objectivity, and team collaboration. 1. **Define Clear Criteria**: Establish measurable performance standards to minimize subjective judgments. *Example*: Create a performance scorecard detailing targets like project deadlines and quality benchmarks. 2. **Facilitate Open Discussions**: Encourage team members to share concerns respectfully and identify root causes. *Example*: Organize a meeting where each side explains their views, focusing on facts rather than emotions. 3. **Collaborate on Solutions**: Develop an improvement plan together, offering support and accountability. This approach ensures fairness while uniting the team toward shared success.

I would address the conflict by encouraging open dialogue, setting clear performance expectations, providing constructive feedback, and fostering a culture of mutual respect and support to align the team.

In my experience, resolving conflicts over perceptions of underperformance requires a structured and empathetic approach. Start by facilitating an open discussion in a neutral, safe environment where team members can express their concerns without fear of judgment (which means enabling psychological safety in the team), focus on separating facts from assumptions by using objective data, and then, review shared goals and performance standards to ensure everyone is aligned. Leaders can also practice active listening by listening to member's concern.