Exceeds expectations
- Calmed a heated handover between the day and night shifts, and both sides left with a workable split.
- Separated the person from the problem in a vendor dispute, so the relationship survived a tough negotiation.
- Heard both team members fully before suggesting a fix, so neither felt taken for granted.
- Turned a customer's angry complaint into a calm conversation and a solution, without escalating to the manager.
- Raised a brewing disagreement early through the proper channel before it split the team into camps.
- Found the shared interest behind two departments' clash and built the fix around it.
- Stayed neutral in a dispute between two juniors and helped them settle it themselves.
- Apologised where own part caused the friction, which lowered the temperature at once.
Meets expectations
- Addresses disagreements directly and politely rather than letting them fester.
- Listens to the other side before responding in a tense discussion.
- Keeps a calm tone when a colleague or customer is upset.
- Focuses on the issue rather than personal remarks during a dispute.
- Seeks a workable compromise instead of insisting on winning every point.
- Brings a persistent conflict to the manager or grievance route when needed.
- Repairs a working relationship after a clash rather than carrying a grudge.
- Checks own understanding of the other view before assuming bad intent.
Needs improvement
- Avoids a needed conversation, so a small friction grows into a lasting rift.
- Raises the voice when challenged, which hardens the other side rather than settling the issue.
- Makes disputes personal instead of staying on the actual problem.
- Insists on being right rather than looking for a workable middle.
- Carries a grudge after a clash, which sours the working relationship for weeks.
- Takes sides quickly without hearing both accounts of what happened.
- Lets tension build silently, then vents it in an unrelated meeting.
- Escalates every small disagreement rather than trying to settle it first.
Self-review phrases
- I hear both sides fully now before I suggest a way to settle a dispute.
- I calmed the shift handover clash and we agreed a split that both teams accept.
- I want to raise friction early rather than letting it grow into a rift.
- I apologised for my part in a clash, and the tension eased quickly.
- I stay on the problem rather than making a disagreement personal.
Tips for writing this feedback
- Judge conflict resolution by outcomes: was the issue settled, the relationship kept, and the fix one both sides accept?
- Value the person who raises friction early over the one who avoids it until it becomes a rift.
- Distinguish healthy disagreement from destructive conflict; debating an idea firmly is not the same as making it personal.
- Note whether the person can stay neutral in others' disputes, a stronger signal than winning their own.
- Check that serious matters go to the grievance route, not just informal fixes, where policy requires it.
Track goals and review cycles for every employee in ZeniaHR.
See it on your own data
A 30-minute demo on a video call. We set up your departments, shifts and leave rules and show attendance, leave and payroll running for your team. Free for your first 50 employees.
Book a free demoSee pricingFrequently asked questions
What are strong conflict resolution review phrases?
Strong phrases name a real dispute and how it was settled, such as calming a shift handover clash into a workable split, or turning an angry complaint into a solution without escalation. They show listening, a calm tone, focus on the problem, and a repaired relationship. Avoid vague lines like handles conflict well with no situation behind them.
How do you review someone who avoids conflict?
Recognise the calm nature, then show its cost: small frictions left to grow, feedback not given, issues raised too late to fix easily. Use a specific case where avoidance made things worse. Ask for one concrete habit, such as raising a concern within a few days through the proper channel, and review whether difficult conversations now happen sooner.
Is disagreement a sign of poor conflict resolution?
No. Honest disagreement about work is healthy and often improves decisions. The concern is how it is handled: staying on the issue rather than the person, listening before responding, and seeking a workable outcome. Poor conflict resolution shows as raised voices, grudges, personal remarks, or avoidance, not in the fact that people disagree in the first place.