Addressing team morale due to disagreement begins with private, one-on-one meetings to understand each member's point of view. Facilitate a mediated session to clear up misunderstandings and find common ground. Emphasise the team's common goals and the value of teamwork. Set up clear communication protocols and promote continual input. Provide team-building activities to help create connections and trust. Recognise and celebrate collaborative successes to promote togetherness. By fostering a polite and cooperative workplace, you can boost morale and sustain a productive team dynamic.

Here is how I do it effectively: ?? Facilitate an Open Dialogue: Bring the two members together in a neutral, private setting to discuss the conflict. ??Encourage open communication, allowing each person to share their perspective without interruption. ?? Focus on Common Goals: Remind both individuals of the team's shared goals and how their collaboration is essential for collective success. This shifts the focus from personal grievances to the bigger picture. ?? Identify the Root Cause: Help them identify the underlying issues behind the conflict, whether it's miscommunication, workload imbalances, or differing working styles.

I've worked with many teams, and almost every leader faces this: --> team morale drops when two members clash. The challenge? Resolving conflict without taking sides. Here’s what happens: -->You avoid it. Conflict doesn’t solve itself. -->You hear one side. Both perspectives count. -->You focus on the problem, not the solution. Guide them to work together. --> You let emotions run the show. Stay objective. Resolve conflict early and fairly → Watch team morale bounce back!

When two team members are in conflict and it’s affecting morale, as peacekeeper, it’s important to: - Set separate dialogues to understand both sides without bias or jumping to conclusions. - Confirm each party’s willingness to resolve the issue and help them see the importance of addressing things face-to-face. - Consider any factors contributing to the conflict and make sure to discuss action plans. - If either one doesn’t cooperate, stay focused on the goal to bridge the gap and move forward. Keep the bigger picture in mind and think about how this impacts the team’s morale. If neither cooperates, it’s likely a personal issue they need to resolve themselves.

My simple tip is: start wondering and asking questions. When you do so, you still may not agree with the other but you can better understand his/her perspective. This way you come to the real drivers and values of persons. This first step is important before taking the next step. The next step is to seek for common drivers and values and stay out of solutions. First create common ground and then seek for creative solutions with the paradox. Try to create a win on both sides, most times this is possible.