As someone still growing in my HR career, I would handle disputes over performance reviews by focusing on open communication and fairness. I would first listen to both sides to understand their concerns and make sure everyone feels heard. Then, I would refer to the company’s performance guidelines to ensure consistency and objectivity in the review process. If the disagreement continues, I wouldn’t hesitate to seek guidance from a more experienced HR colleague or manager to help mediate and find a fair resolution. My goal would be to keep the conversation professional and constructive while ensuring employees feel valued and treated fairly.

I believe that conflicting views on employee performance reviews are symptoms of a deeper issue. Productive and equitable performance evaluations that work toward retention and growth of employees are products of well-developed managers. Performance reviews require ongoing dialogue between employees and managers that are open, respectful exchanges of relevant feedback offered by both parties.

Handling performance review disputes requires fairness, transparency, and open communication. Clear evaluation criteria and measurable KPIs help minimize bias, while ongoing dialogue ensures feedback is seen as a growth opportunity rather than a judgment. Managers should provide specific, data-driven feedback well in advance, allowing employees time to improve. When conflicts arise, a professional and constructive discussion should take place, with HR involvement if necessary. By focusing on solutions, fostering trust, and aligning evaluations with business goals, performance reviews can drive development rather than tension.

Acknowledge differing views and facilitate open dialogue. Align on objectives—fairness, growth, and business goals. Use data to support decisions and ensure transparency. If needed, involve a neutral third party. Focus on solutions, not blame, to foster a culture of trust and collaboration.

*The best approach during conflicts on employee performance is:* - *Talk openly:* Have a calm and constructive discussion. - *Use clear facts:* Base reviews on specific, clear criteria. - *Focus on improvement:* Provide feedback aimed at growth. - *Listen carefully:* Hear everyone's perspective. - *Check regularly:* Offer feedback throughout the year.

To resolve disputes over performance reviews effectively: 1. Acknowledge Concerns Neutrally – Listen to both employees and managers without taking sides. Ensure all perspectives are heard. 2. Clarify Expectations – Align everyone on evaluation criteria, ensuring transparency in performance metrics and feedback methods. 3. Use Data & Examples – Support feedback with concrete data, specific examples, and measurable outcomes to minimize subjectivity. 4. Encourage Open Dialogue – Facilitate a constructive discussion where both parties can express concerns and find common ground.