1. Have a conversation with the concern employee understand is it a personality clash or some conflict which is not resolved or is it a general concern about work style or behaviour. 2. once we have the understanding, explain the expectations. understand the team roles and structure. 3. Offer support to mediate , if its an emotional or personal stress provide medical or professional counselling

To navigate an employee refusing to work with a colleague, address the issue promptly and fairly. Begin by understanding the root cause through private conversations with both parties. Encourage open dialogue to resolve misunderstandings. If conflicts stem from behavior, set clear expectations and offer mediation. Reinforce teamwork and company values, providing training if needed. If the refusal is disruptive, consider reassignment or disciplinary action as a last resort. Prioritize maintaining a respectful and collaborative work environment.

When an employee refuses to work with a colleague, approach the situation carefully by first meeting with each individual to understand their concerns. Then, facilitate an open and respectful dialogue between the two, focusing on common goals and resolving any misunderstandings. Reinforce the importance of teamwork and professionalism in achieving success. If necessary, provide mediation or adjust their responsibilities to reduce friction. Regularly check in to ensure the issue is resolved, and continue promoting a positive and collaborative work environment.

Encourage open communication between both parties involved. This can be done through mediation sessions where both employees can discuss their perspectives in a controlled environment. A neutral third party, such as an HR representative or an external mediator, can facilitate these discussions to ensure that they remain constructive and focused on finding solutions.

1. Understand the Root Cause: Initiate confidential discussions with both employees to understand the underlying issue, whether personal or professional. 2. Promote Open Communication: Facilitate a mediated conversation to encourage mutual understanding and resolution of the conflict. 3. Maintain Objectivity: Address the situation impartially, ensuring fairness and avoiding bias towards either party. 4. Reinforce Teamwork and Expectations: Remind both employees of their responsibilities and the importance of collaboration to meet organizational goals. 5. Implement Follow-up Actions: Monitor the situation closely, providing necessary support or interventions to prevent future conflicts.