You have two highly valued employees who are in conflict. How can you get them to work together?

1. Have an open dialogue to address the conflict making sure to build consensus and not to blame 2. Be objective in your approach and don’t get carried away by emotions 3. Aim to find a middle way

Eu acredito que nesse caso, o ideal é ouvir cada um dos lados separadamente, tentar entender os motivos de cada um, e, se possivel, achar uma solu??o que resolva para os dois lados. Se essa solu??o nao for possivel, entendo que o ideal é chamar os dois uma uma conversa, e tentar impor um fim para essa situa??o nessa conversa.

Foster an environment conducive to open communication, work collaboratively to pinpoint shared objectives, and, if required, engage in mediation to reconcile differences and enhance synergy between your valued employees.

An important skill working in an organization is People Management. Employees in conflict can be addressed with, 1. Start an open dialogue between the two employees, allowing them to express their perspectives and concerns in a neutral and safe environment. 2. Focus on active listening, ensuring both feel heard and understood. 3. Identify common goals or interests both employees share and highlight the benefits of collaboration. 4. Through team-building exercises, joint projects, and fostering mutual respect, build trust and encourage them to find common ground. 5. Emphasize the importance of working together for the success of the team and the organization. 6. Regular check-ins and ongoing support would ensure conflict resolution.

I strongly agree with this solution, “ Conflict and Its root”, when my two employee happened to incur conflict, my priority is meeting face to face with each of them, I need to drill the root causes the conflict by comprehensively listening, understanding and clearly know why they are in conflict. And then find few solutions in my mind, then drag them together in the deep conversation, let them express their ideas, thoughts and what they think they are right. By doing that, my people will fully engage to the conversation that they can understand each other and as the consultant who stay outside of the conflict nut understand the root-cause, I believe that we have a happy ending. At my organization, communication is our first priority.

Entendo que, se mesmo após o feedback e a tentativa de pacifica??o, as partes n?o conseguirem trabalhar juntos, talvez devemos questionar se em alguma das partes n?o esta faltando profissionalismo. As pessoas n?o s?o obrigadas a se gostarem no trabalho, mas, é principio básico que vc consiga ter uma rela??o profissional com as pessoas ao seu redor, mesmo as que você n?o gosta.

Entendo que o questionamento e o confronto de ideias torna o ambiente de trabalho mais desafiador e produtivo. é sempre bom que as pessoas questione processos e formatos no dia a dia da empresa, e é fundamental entender que nem sempre seu ponto de vista vai ser o aceito. O líder deve ter o papel de promover esse ambiente onde o questionamento construtivo é bem vindo.

Assign them to mentor/buddy up an entry-level employee on joint tasks, appealing to collaborative instincts. Gamify their working relationship by awarding points for acts of cooperation witnessed by others. Reward high scores. Conduct personality/behavior assessments to gain insights, then bring them together to discuss blindspots revealed and opportunities for understanding differences. Facilitate "creative conflict" brainstorming where disagreeing out loud is encouraged to fuel innovative ideas that couldn't emerge without divergent perspectives. Assign positive/negative labels like "cooperation champions" or "negativity ninjas" as social incentives to shape their brand identities among peers.

Check you credit worthiness with the 2. For anything you say to make a difference they need to trust you and your judgement. They should have had first hand experience of your ability to ensure a fair game. If they think you are biased or have alternate motive, then your chances of solving the conflict are slim. Giving both of them a common view of "why" they should be working together is important and it has to be a larger goal both can align to. Leaders fail to provide the big picture view at times. It is key in such situations where individual preferences are in conflict but the organizational goals supersede them.