Your team is facing internal conflicts. How can you navigate towards resolution as an engineering manager?

We humans tend to overestimate our listening abilities. It's vital to acknowledge that effective listening requires study and practice. It's an essential leadership skill. By improving your listening skills, you will avoid many leadership mistakes. Good listening demonstrates your interest and care for your team and their challenges. Additionally, it sets a positive example for your team, which will help them resolve conflicts more effectively.

The first step I would take is to acknowledge the conflicts openly. I find it important to recognize that there are issues affecting the team’s dynamics and performance. By acknowledging the problems, I can create an environment where team members feel safe to express their concerns. This step is crucial because it shows that I am aware of the situation and am committed to addressing it, which can help ease tensions.

Sometimes, the conflict happens only due to a different definition of the problem. With that setup, I usually ask the conflicted stakeholders to assess the situation: "What is the goal we are trying to achieve, and what does success look like?" This will help us in two ways: first, by setting common ground within the team, and second, by encouraging collaboration from the beginning. Once we get the answer, ensure we document everything and make it accessible to everyone.

I would assess the situation thoroughly. I would take the time to understand the root causes of the conflicts by speaking with the individuals involved and gathering perspectives from the entire team. This might involve one-on-one conversations or team meetings where everyone has the opportunity to share their views. Understanding the underlying issues, whether they’re related to work processes, communication, or interpersonal dynamics, helps me identify the best way forward.

Once I have a clear understanding of the situation, I would communicate openly with the team. I’d facilitate a discussion where everyone can voice their concerns and feelings in a constructive manner. Open communication is key to resolving conflicts because it allows for transparency and ensures that everyone is on the same page. I would encourage a culture of respect and active listening during these discussions, which helps in defusing tensions and finding common ground.

Based on the information gathered, I would offer solutions to resolve the conflicts. These solutions might involve changes to processes, clarifying roles and responsibilities, or setting new team norms. I’d present these solutions to the team for feedback, making sure that they are practical and that they address the root causes of the conflict. I believe that involving the team in the solution-finding process increases buy-in and commitment to the resolution.

After agreeing on the best course of action, I would implement the necessary changes to address the conflicts. I’d ensure that these changes are communicated clearly and that everyone understands how they will be put into practice. Whether it’s a new workflow, a change in team structure, or improved communication protocols, I’d oversee the implementation to make sure it goes smoothly and that everyone is adhering to the new approach.

In resolving conflicts as an engineering manager, identifying issues and taking proactive approach in resolving them immediately is the greatest way of getting a peaceful working environment among the team members

I would follow up regularly to ensure that the conflicts have been resolved and that the team is functioning well together. I’d check in with the team to see how they are adjusting to the changes and to address any lingering issues. Ongoing follow-up is essential for ensuring that the resolution is effective and sustainable. It also demonstrates my commitment to maintaining a positive and productive team environment.