How can you use performance management to resolve conflicts in a start-up?

1 Role ambiguity

One of the main causes of conflict in a start-up is role ambiguity, which occurs when employees are unsure about their responsibilities, authority, and boundaries. Role ambiguity can lead to confusion, overlap, duplication, or gaps in work, as well as frustration, resentment, and blame. To prevent and resolve this type of conflict, you need to use performance management to define and communicate roles clearly and regularly. You can do this by creating and updating job descriptions, assigning SMART goals and KPIs, and aligning individual and team objectives with the start-up's vision and strategy.

2 Feedback issues

Another common cause of conflict in a start-up is feedback issues, which occur when employees receive insufficient, inconsistent, or inappropriate feedback on their performance. Feedback issues can lead to misunderstanding, dissatisfaction, defensiveness, or demotivation. To prevent and resolve this type of conflict, you need to use performance management to provide and solicit feedback effectively and frequently. You can do this by establishing a culture of feedback, using the right methods and channels, following the feedback sandwich model, and encouraging peer-to-peer feedback.

3 Communication breakdown

A third common cause of conflict in a start-up is communication breakdown, which occurs when employees fail to communicate clearly, respectfully, and constructively with each other. Communication breakdown can lead to misinterpretation, assumption, or escalation of issues, as well as distrust, hostility, and isolation. To prevent and resolve this type of conflict, you need to use performance management to facilitate and improve communication among employees. You can do this by setting and enforcing communication norms and standards, using active listening and empathy skills, and mediating or arbitrating disputes when necessary.

4 Personality clashes

A fourth common cause of conflict in a start-up is personality clashes, which occur when employees have different styles, preferences, or values that affect their work behavior and relationships. Personality clashes can lead to tension, conflict, or incompatibility among employees, as well as reduced cooperation, diversity, and creativity. To prevent and resolve this type of conflict, you need to use performance management to recognize and leverage personality differences among employees. You can do this by conducting personality assessments, creating complementary teams, and adapting your leadership style to different situations and people.