Navigate the conflicting approaches between the two HR team members, facilitate an open, constructive discussion where each person can explain their perspective and the reasoning behind their approach. Encourage them to focus on common goals, such as ensuring fairness, clarity, and alignment with company values, and explore potential compromises or integrations of their ideas. It may help to introduce best practices or external benchmarks for performance evaluation that can serve as a neutral reference point. Ultimately, work towards a unified approach that respects both perspectives while promoting consistency, transparency, and fairness in evaluating employee performance. L

I'd schedule a meeting with both HR team members to understand their differing approaches to performance evaluations. This meeting will focus on active listening, identifying areas of agreement and disagreement, and exploring potential solutions that align with company values and best practices. The goal is to find common ground and develop a consistent and fair evaluation process for the entire organization.

When HR team members clash over performance evaluations, adopt a professional approach. Understand their perspectives through discussions, identify the root cause, and align on organizational goals. Facilitate open dialogue in a neutral setting, focusing on methods, not biases. Highlight shared objectives like fairness and transparency, using standardized tools to reduce subjectivity. Address knowledge gaps with training or senior guidance. Define roles, set expectations, and establish collaboration rules. Follow up to ensure resolutions are implemented, turning conflict into an opportunity for improved practices and stronger teamwork.

To resolve a clash between HR team members over performance evaluations, start by facilitating a meeting to understand each person's approach and rationale. Encourage open dialogue and focus on shared goals, like ensuring fair and accurate evaluations aligned with company policies. Analyze the conflict to identify whether it stems from methodology, criteria, or communication gaps. Use data and existing guidelines to provide an objective framework, and encourage collaboration to create a blended solution that leverages both perspectives. If no consensus emerges, make an informed decision and explain it transparently. Document the resolution, monitor its implementation, and promote team harmony to rebuild trust and collaboration.