Performance Management and the Informal Conflict Management System

Ongoing, two-way dialogue about performance is essential for effective performance management. Initiating these discussions can be intimidating for managers and supervisors, as well as for employees. If these conversations are not handled well, they can feel intrusive or even threatening. Having constructive performance conversations can be emotionally challenging for all involved.

All departments and agencies in the core public administration provide Informal Conflict Management System (ICMS) services that can help make performance management conversations more meaningful, empowering and productive. ICMS offers voluntary, impartial and confidential support for managers and employees. Through ICMS, managers can learn and practise how to successfully engage employees, provide feedback in a respectful and non-threatening way, and diffuse confrontational situations. Employees can build their capacity to constructively articulate their needs or concerns, practise accepting constructive feedback, and pursue informal avenues to resolve conflicts. ICMS services typically include the following:

Contact your organization’s ICMS to learn more about services available to prevent and manage conflict in the workplace.

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