Address conflicts by promoting open communication and understanding. Hold a team meeting to allow everyone to express their perspectives and clarify any misconceptions. Emphasize shared goals, focusing on the team’s success rather than individual performance. Encourage empathy by highlighting each member’s contributions and strengths. Implement objective performance metrics to reduce bias and provide transparent feedback. Foster collaboration through team-building activities and cross-functional projects. Finally, lead by example, demonstrating respect, fairness, and a commitment to resolving conflicts constructively.

As A leader we can Provide time for both team to try to explained Advantages & Disadvantages for each Options that came from each of them and If possible we ( as a member on the middle side) also possible to give option/solution to them...Give time Each other to listen and Argue...respects are the key of Discussion.

In my earlier roles, performance tensions arose between creative and analytical team members. By implementing a peer review process that balanced quantitative results with creative innovation, I transformed competitive dynamics into collaborative problem-solving. This approach not only resolved immediate conflicts but also created a more integrated, mutually supportive team environment.

To navigate conflicts over performance perceptions and foster unity within a team, several key strategies can be implemented: Acknowledge Differences, Facilitate Open Communication, Focus on Data and Facts, Identify Common Goals, Encourage Empathy, Facilitate Team-Building Activities, and Clarify Roles and Expectations.

I would like to emphasize something Pope Francis often says: “Dialogue, dialogue, dialogue. Dialogue is born from an attitude of respect for the other person, from a conviction that the other person has something good to say.” As a leader, I aim to create a space where everyone feels encouraged to share their points of view with respect and to listen genuinely to one another. Through this, the team may uncover new opportunities to align perspectives and minimize conflicts.

Many times communication can be opened but in the end the last word goes to the management, communication between teams would be the best and that they are taken into account not only to speak and not even taken into account to solve a problem

At the end of the day performance perceptions can always be cleared up by data. If you are not properly documenting performance data for your team, how can any team leader communicate and clarify those perceptions

Firstly you need to encourage open communication where team members are safe and free to give their perspectives without feeling judged. Promoting active listening is also important to ensure that each member hears one another out. But even as we are listening and encouraging this open communication we shouldn’t forget that we are trying to spot out common goals that is see how each person’s contribution will lead to the team’s success. And most importantly, focus on facts other than assumptions or personal driven opinions. And finally, something we all know is to make sure you regularly have team building activities in order to build trust and respect. Conflicts will always occur, it’s how they are addressed that matters

In the case of a divided team over performance, a couple of characteristics must be considered to take action: empathy, clarity, and action. It is essential to get the root cause of the problem; a good solution is tailored based on the problem's leading cause; this can be achieved through a good feedback session with all team members. After listening to each party, it is essential to have a whole-group session. In this session, all parties will set a plan for the future and define the necessary metrics to achieve the goals. The next step will be promoting collaboration among all parties and stakeholders, being clear and transparent, making regular check-ins, and always seeking feedback to keep the metrics updated.

"Ah, the classic 'perception tug-of-war.' First, I'd put on my metaphorical referee hat—it's not about taking sides but about understanding the game. I’d facilitate an open forum, where everyone can air their perspectives without interruptions (because who doesn’t love a safe space to vent?). Then, I’d channel my inner data geek and bring in metrics—facts have a magical way of diffusing emotions. Next, I’d highlight common goals, like a coach reminding the team why we’re in the championship. Finally, I’d sprinkle in a little humor to break the tension—because sometimes, all a conflict needs is a good laugh to remember we’re all playing for the same jersey: Team Success."