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What do you do if two employees are constantly at odds with each other?

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When two employees are constantly at odds, it can create a tense atmosphere that affects the entire team. As a manager, you're tasked with resolving conflicts and fostering a collaborative environment. It's essential to approach the situation with a level head and a strategy that encourages communication, understanding, and resolution. This article will guide you through managing employee conflicts with practical steps, ensuring you handle disputes effectively and maintain a positive workplace culture.

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Ghayas Ghazali

CEO @Skysoft Tech
Rashid Khan

Data and ERP strategist | Aligning Technology with Business objectives

1 Assess Situation

Before jumping to conclusions, take time to understand the root of the conflict between your employees. Observe their interactions and gather information from both parties involved, as well as from other team members who might provide additional insights. This will help you grasp the extent of the issue and whether it's a personal clash or a professional disagreement. Remember, your role is to act as a neutral mediator, so it's crucial to approach this assessment phase without bias, aiming to get a complete picture of the situation.

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Rashid Khan

Data and ERP strategist | Aligning Technology with Business objectives
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One thing I found helpful that is continues communication with both team members separately it will help to identify the root cause, it may be professional rivalry or personality clashes or work load and distribution once cause identified thth counselling sessions with both and set some sort of rules of the game and monitor the situation proactively.

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Farhat Zehra

Group Director at Crown Group An accomplished Management Professional
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Identify the root cause of odds, have individual conversations with each employee to understand their perspectives on the conflict and identify the underlying issues. This can help you determine the best approach for resolving the situation. Bring the employees together for a facilitated conversation. Reinforce company policies regarding respectful communication and teamwork. Keep an eye on the situation after addressing the conflict to ensure it doesn't escalate again. Offer support and guidance as needed. If the conflict persists despite your efforts, consider involving HR or a higher-level manager for intervention. By addressing the conflict proactively you can help create a more harmonious work environment and improve team dynamics.

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2 Open Dialogue

Encourage open communication by facilitating a meeting where both employees can express their perspectives in a controlled environment. Set ground rules to ensure the conversation remains respectful and productive. Listen actively to what each employee has to say and acknowledge their feelings without taking sides. This step is vital as it allows both parties to feel heard and can often lead to a mutual understanding or the realization that the conflict is based on a misunderstanding.

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Rashid Khan

Data and ERP strategist | Aligning Technology with Business objectives
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In my experience , Active & focused listening to both separately will give some clues and a direction to resolution, but most importantly let each party explain his/her point of view to full extent. Give some tips to relax to both parties Give some time and pause for a day or two Call a joint meeting putting the summary on table Share +positive points for both first and -negative for both parties. Give road map to improve relations and set the rules of the engagement.

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3 Identify Solutions

Once you've opened the lines of communication, work with the employees to explore potential solutions. Encourage them to contribute ideas on how they can resolve their differences and collaborate more effectively. This cooperative approach not only empowers the employees to take ownership of the resolution but also promotes a sense of teamwork. Ensure that any agreed-upon solutions are actionable and set clear expectations for future interactions.

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Rashid Khan

Data and ERP strategist | Aligning Technology with Business objectives
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One thing I found interesting was that solution of the problem is with them , Both Team Members or Parties they have the solution but they are not heading towards the solution , so main objective is encourage them 1. Accept mistakes if any 2. Forgiveness to be granted to others 3. Set Boundaries 4. Make Settlement and go Forward.

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4 Monitor Progress

After implementing solutions, it's important to monitor the situation to ensure the conflict doesn't resurface. Check in regularly with both employees and observe their interactions to assess whether the agreed-upon changes are being upheld. This also shows your ongoing commitment to a harmonious work environment and your willingness to support your team members in maintaining positive working relationships.

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5 Provide Support

Offering support to employees who have been at odds can help them move forward. This could involve providing access to professional development resources, such as conflict resolution workshops or communication training. By investing in their growth, you not only help them overcome the current issue but also equip them with skills to prevent future conflicts. This proactive step demonstrates your dedication to creating a supportive and productive work culture.

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Ghayas Ghazali

CEO @Skysoft Tech
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In my experience providing support in conflict resolution involves offering emotional support, guidance, and conflict resolution skills training. Encourage positive behavior, follow up regularly and provide ongoing support to create a supportive environment for resolving conflicts. We can create a supportive and conducive environment for resolving conflicts and fostering positive relationships within the team.

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6 Mediate When Needed

If conflicts persist despite your efforts, it may be necessary to take a more hands-on approach in mediating the situation. This could mean setting up additional meetings, establishing more structured ways for the employees to interact, or even involving human resources if the situation escalates. Your role as a mediator is to facilitate a resolution that respects both parties' perspectives while maintaining the overall well-being of the team.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What do you do if two employees are constantly at odds with each other?

1

2

3

4

5

6

7

1 Assess Situation

2 Open Dialogue

3 Identify Solutions

4 Monitor Progress

5 Provide Support

6 Mediate When Needed

7 Here’s what else to consider

Management

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What do you do if two employees are constantly at odds with each other?

1

2

3

4

5

6

7

1 Assess Situation

2 Open Dialogue

3 Identify Solutions

4 Monitor Progress

5 Provide Support

6 Mediate When Needed

7 Here’s what else to consider

Management

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感谢您的反馈

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