Debora M

Manage Conflict or It Will Manage You” is a reality in the dynamic business environment today. While there are multiple pitfalls of un-resolved conflict issues, the performance gap is one of the primary and almost a predictable one.
Day-to-day issues related to task, process and roles, when not addressed, can lead to non-performance – the one thing that no manager and organisation want as a legacy.
Imagine a traffic signal. No matter how hurried you are, if you do not slow down when it turns amber, it will soon turn red and if you haven’t pushed the brakes, it might just be a bit too late. As extreme as it may sound, this applies in the organisation context too.
Despite knowing this, many people managers and leaders avoid confrontation, conversations and action at the right time – thus creating non-performance as an outcome.
Non-performance has multiple triggers
The most critical ones’ rest in the hiring process – Employees hired because they have the requisite skills for the organisation but may not have the attitude, spirit and result orientation. Such employees, if not managed at the right time, usually result in underperformance or stagnation.
Even if employees are hired with the right skills and the much-needed attitude to do what it takes, their performance may get affected over a period of time. Their managers need to pay attention to motivators, the environment they operate in and have regular conversations to avoid gaps in performance.