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.

Encourage open dialogue: Create a safe space for team members to express their views. Identify the root cause: Analyze the reasons behind the underperformance perceptions. Focus on facts: Use objective data to address misconceptions and set a clear understanding. Step by step as follows: Promote collaboration: Foster teamwork by aligning everyone toward common goals. Set clear expectations: Define performance standards and improvement plans collectively.

1. Talk with the other person. 2. Focus on behavior and events, not on personalities. 3. Listen carefully. 4. Identify points of agreement and disagreement. 5. Prioritize the areas of conflict. 6. Develop a plan to work on each conflict. 7. Follow through on your plan. 8. Build on your success.

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.