To restore harmony, address the issue quickly by meeting with both team members to understand their perspectives. Facilitate open communication, emphasizing mutual respect and shared goals. Encourage compromise and reinforce company values to realign both individuals with the team culture. If necessary, provide conflict resolution training or mediation to prevent future clashes.

Consider role changes: If the culture clash persists despite efforts, consider whether changes in roles, teams, or responsibilities might help. Explore last-resort options: In extreme cases where no resolution is possible, disciplinary measures or termination might need to be considered, though this should always be a lastRecognize improvement: Publicly acknowledge when you see both team members working well together, showing respect, and collaborating effectively. Positive reinforcement helps them maintain good habits. Encourage peer feedback: Create an environment where team members feel comfortable providing each other with constructive feedback on a regular basis.

Restoring harmony is never easy, but acting swiftly and thoughtfully is crucial. I’d encourage both team members to openly share their perspectives in a mediated setting, ensuring they feel heard and respected. You can often find common ground by highlighting shared goals and the bigger picture. Continuous follow-ups and peer feedback sessions can maintain progress. Training on conflict resolution or empathy may help prevent future issues. Lastly, celebrating small improvements publicly reinforces positive behavior and team unity, making harmony a shared responsibility.

I’d bring them together for a facilitated dialogue, focusing on their strengths and common goals. By encouraging active listening and promoting mutual respect, I’d help them understand each other’s perspectives. A follow-up plan with shared responsibilities and accountability would ensure lasting harmony.

Restoring harmony between clashing team members requires effort from all parties, not just the manager. Begin by referring to the company’s Code of Conduct or Values statement, which sets clear expectations for behaviour. These policies help depersonalise the issue, making it about adherence to standards rather than individual preferences. Address tensions individually by understanding each person’s perspective and fostering open communication. Explore collaborative solutions, and if necessary, escalate to mediation, with disciplinary action as a last resort. By rooting your approach in shared values, you build a fair, objective framework for resolving conflicts and supporting team cohesion.