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You're managing a team that's constantly at odds. How can you resolve conflicts and foster better teamwork?

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Conflict is inevitable in any team, but it can also be a source of creativity, innovation, and learning. However, when conflict becomes destructive, it can undermine trust, communication, and collaboration among team members. As a manager, you have a crucial role in preventing and resolving conflicts in your team, and fostering a positive and productive team culture. Here are some strategies to help you deal with team conflict and improve teamwork.

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Mukta Arya

Managing Director, Chief Human Resources Officer (APAC) at Societe Generale, Associate Certified Coach (ACC, ICF), with…
César Camacho

????#DrChamaco | Formador e impulsor de personas | IG: @Dr_Chamaco
Praise Esor

||Double First Class Hons.|| Gen Z ChangeMaker || Environmental and Health Sustainability || Founder, Disaster Response…

1 Identify the causes

The first step to resolve team conflict is to understand what is causing it. Conflict can arise from different factors, such as personality clashes, misunderstandings, competing goals, scarce resources, or unclear expectations. To identify the causes of conflict, you need to listen to all sides of the story, ask open-ended questions, and avoid making assumptions or judgments. You also need to acknowledge the emotions and feelings involved, and show empathy and respect for each person's perspective.

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Mukta Arya

Managing Director, Chief Human Resources Officer (APAC) at Societe Generale, Associate Certified Coach (ACC, ICF), with expertise in Talent Management, Diversity, Equity and Inclusion and People Engagement
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As a manager, when team members have conflict issues, I bring them together to have a frank discussion about their issues in my presence and try to go to the root cause. This will make sure that all sides are heard properly and then decisions can be made transparently. I don't entertain any "behind the scenes" complaints. My motto for these situations is that "we should be completely honest to each, even if the truth is bitter or brutal". Beating around the bush will get us nowhere and precious time will be lost is making one or the other side happy.

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Beatriz Cornejo Paredes

HR Business Partner | Gestión de Talento | Gestión de carrera profesional
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Para resolver conflictos y fomentar un mejor trabajo en equipo debemos: 1. Establecer un ambiente donde los miembros del equipo se sientan seguros para expresar sus opiniones. 2. Prestar atención a las preocupaciones y perspectivas de cada miembro del equipo. 3. Facilitar la resolución de problemas, guiar al equipo en la identificación de soluciones mutuamente satisfactorias. 4. Fomentar la comprensión de los puntos de vista y experiencias de los demás. 5. Definir expectativas claras sobre cómo los miembros del equipo deben interactuar entre sí. 6. Proporcionar oportunidades de desarrollo para mejorar la comunicación y la colaboración.

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Felipe Almeida

?? Especialista em Currículo e LinkedIn | Carreira | Recoloca??o Profissional | RH | + de 2200 Profissionais Recolocados ?
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To resolve conflicts and promote better teamwork in a team experiencing constant disagreement, it is essential to identify the source of conflict, encourage open communication, promote active listening, find common ground, set clear expectations and ground rules, encourage collaboration, provide feedback and support, consider mediated discussions, and celebrate successes. These strategies can help foster a more harmonious and productive team environment.

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Bego?a Vi?a

Consultora de RRHH | Coach ejecutiva y Formadora en Habilidades directivas y liderazgo
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El liderazgo juega un papel crucial en la resolución de conflictos y el fomento del trabajo en equipo. Un líder debe ser capaz de mantener la calma, ser imparcial y mediar en los desacuerdos de manera efectiva. También debe ser capaz de inspirar y motivar al equipo para que trabaje en conjunto hacia un objetivo común. Resolver los conflictos y fomentar el trabajo en equipo es un proceso continuo que requiere esfuerzo y compromiso por parte de todos los miembros del equipo. Al comprender las causas del conflicto, fomentar la comunicación efectiva, establecer reglas claras y proporcionar un liderazgo fuerte, se puede crear un ambiente de trabajo positivo y productivo.

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Leonardo Gomes

Consultor de Recursos Humanos | Consultor de R&S | Consultor de T&D | Consultor de Carreira | Palestrante | Transformando Carreiras, Impulsionando Negócios!
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é sempre importante descobrir a raiz do conflito para solucioná-lo, caso contrário, poderá ser criado um ainda maior. Imparcialidade ajuda muito nesses momentos.

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2 Choose the best approach

Once you have identified the causes of conflict, you need to decide how to address it. There is no one-size-fits-all solution, as different situations may require different approaches. Collaborating, compromising, accommodating, avoiding, and competing are some common approaches to conflict resolution. Collaboration seeks a win-win outcome, compromise finds a middle ground, accommodating gives in to one party's needs, avoiding ignores or withdraws from the conflict, and competing imposes one's own needs. The nature, intensity, and impact of the conflict, as well as the relationship and goals of the parties involved should be taken into account when choosing the best approach for each situation.

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César Camacho

????#DrChamaco | Formador e impulsor de personas | IG: @Dr_Chamaco
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Siempre el mejor enfoque es conversar con disposición de ambas partes, por más incómoda o difícil que sea esta conversación es necesaria, ya que los problemas y conflictos se resuelven hablando no ignorándolos.

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Felipe Almeida

?? Especialista em Currículo e LinkedIn | Carreira | Recoloca??o Profissional | RH | + de 2200 Profissionais Recolocados ?
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After identifying the causes of conflict, deciding how to resolve it requires selecting the appropriate approach. There is no one-size-fits-all solution, as different situations may require different approaches. Common conflict resolution approaches include collaboration, compromise, accommodation, avoidance, and competition. Collaboration seeks a win-win outcome, compromise finds a middle ground, accommodation caters to one party's needs, avoidance ignores or withdraws from the conflict, and competition imposes one's own needs. The nature, intensity, and impact of the conflict, as well as the relationship and goals of the parties involved, should be considered in choosing the best approach for each situation.

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Leonardo Gomes

Consultor de Recursos Humanos | Consultor de R&S | Consultor de T&D | Consultor de Carreira | Palestrante | Transformando Carreiras, Impulsionando Negócios!
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é preciso agir com bastante equilíbrio emocional para entender as quest?es envolvidas com razoabilidade, sem tomar partidos ou trazer preconceitos. Manter um certo distanciamento da situa??o ajuda a enxergá-la com mais clareza e consequentemente encontrar a solu??o.

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Kelsey Donlon

I help employees navigate the toughest challenges of working life with confidence, clarity, and purpose
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Based on your understanding of the causes, choose the most appropriate conflict resolution approach. This could involve mediation, negotiation, collaboration, or problem-solving techniques tailored to the specific dynamics of your team and the nature of the conflicts at hand.

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Maya Fodor

Excited to work with innovative projects in Climate tech & Sustainability, bringing them to new levels through collaboration and passion
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Establish ground rules or team norms for communication, decision-making, and conflict resolution. Outline guidelines for how conflicts should be addressed, such as using "I" statements, seeking common ground, and avoiding personal attacks.

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3 Facilitate the dialogue

Once you have chosen the best approach to resolve the conflict, you need to facilitate the dialogue between the parties involved. As a manager, it is your role to create a safe and constructive space for communication, where everyone can express their views and work together to find a solution. To do this, you should set clear and realistic ground rules, such as respecting each other, avoiding interruptions, and focusing on the issue, not the person. Additionally, use active listening skills like paraphrasing, summarizing, and clarifying to ensure that everyone is heard and validated. Open and positive body language like eye contact, nodding, and smiling can also show interest and encouragement. Moreover, use constructive feedback such as praising, suggesting, and asking to highlight strengths and areas of improvement of each party. Additionally, use neutral and objective language like facts, evidence, and examples to avoid emotional triggers and biases. Finally, use reframing techniques such as rephrasing, redefining, and redirecting to shift the focus from the problem to the solution, from the past to the future, and from the position to the interest.

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Praise Esor

||Double First Class Hons.|| Gen Z ChangeMaker || Environmental and Health Sustainability || Founder, Disaster Response Africa ||
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Social workers act as a Mediators during conflict dialogue. Facilitating dialogues to resolve conflict between parties involves creating a safe and respectful space where individuals can engage in constructive communication, understand each other's perspectives, and work towards mutually beneficial outcomes.

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Felipe Almeida

?? Especialista em Currículo e LinkedIn | Carreira | Recoloca??o Profissional | RH | + de 2200 Profissionais Recolocados ?
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To resolve conflicts and promote better teamwork, after identifying the causes, choose the appropriate approach, such as collaboration, compromise, accommodation, avoidance, or competition. Facilitate dialogue by creating a safe and constructive communication space, establishing clear and realistic basic rules, using active listening skills, open and positive body language, constructive feedback, neutral and objective language, and reframing techniques to shift the focus from the problem to the solution, from the past to the future, and from the position to the interest.

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Leonardo Gomes

Consultor de Recursos Humanos | Consultor de R&S | Consultor de T&D | Consultor de Carreira | Palestrante | Transformando Carreiras, Impulsionando Negócios!
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Saber ouvir com aten??o é um dever de todo líder. Isso facilita a tomada de decis?es e ajuda a conduzir os processos frente as pessoas com mais assertividade, levando em conta os mais variados fatores existentes em conflitos nas equipes de trabalho.

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4 Monitor and follow up

The final step to resolve team conflict is to monitor and follow up on the outcome of the dialogue. You need to ensure that the parties involved are satisfied with the solution, and that they are committed to implementing it. You also need to check in regularly with them, to provide support, feedback, and guidance, and to address any issues or challenges that may arise. You also need to celebrate and acknowledge the achievements and progress of the team, and to reinforce the positive and productive team culture.

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Leonardo Gomes

Consultor de Recursos Humanos | Consultor de R&S | Consultor de T&D | Consultor de Carreira | Palestrante | Transformando Carreiras, Impulsionando Negócios!
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é importante sempre após um feedback, firmar compromissos com as partes envolvidas do conflito para garantir que elas criem um senso de autorresponsabilidade e se policiem ao máximo a fim de evitar novos conflitos de mesma natureza.

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Andrea Mosna

Gerente de Customer Service | Gerente de Customer Success | Gerente de Atendimento ao Cliente | Gerente de Customer Care | Gerente de Vendas| Gerente de Servi?os
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Acredito que se há desacordo , há conflitos. Muitos conflitos n?o se resolvem devido à comunica??o . A comunica??o com o time está clara? Todos entendem a necessidade , o projeto e o problema? Deixar claro as necessidades, desafios, participa??o , envolvimento e o que se espera de cada um é um grande passo para agregar ideias, disseminar um ambiente de discuss?es positivas e construtivas que levem ao entendimento do tema e resolucao do problema. Comunica??o é uma chave muito poderosa.

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5 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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Gustavo André Mota

|Psicologia| |Servidor Publico|
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Para resolver conflitos e promover um melhor trabalho em equipe, eu implementaria estratégias de comunica??o eficazes, como sess?es regulares de feedback e reuni?es de equipe para discutir preocupa??es. Facilitaria atividades de constru??o de equipe para promover a coes?o e a confian?a entre os membros. Encorajaria a escuta ativa e a empatia, incentivando os membros a entenderem os pontos de vista uns dos outros. Estabeleceria diretrizes claras para a resolu??o de conflitos e mediaria discuss?es quando necessário. Além disso, reconheceria e recompensaria contribui??es positivas para promover um ambiente colaborativo e harmonioso.

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Maya Fodor

Excited to work with innovative projects in Climate tech & Sustainability, bringing them to new levels through collaboration and passion
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Intervene promptly to mediate conflicts between team members when necessary. Act as a neutral third party to facilitate constructive dialogue, identify common ground, and help find mutually acceptable solutions to conflicts.

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Andrea Mosna

Gerente de Customer Service | Gerente de Customer Success | Gerente de Atendimento ao Cliente | Gerente de Customer Care | Gerente de Vendas| Gerente de Servi?os
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Considerar se as a??es ser?o eficazes e efetivas. Criar planos de acao para atender e solucionar. Feedback com envolvidos para escutar e entender a perspectiva do plano tra?ado e entendimento também se faz necessário

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You're managing a team that's constantly at odds. How can you resolve conflicts and foster better teamwork?

1

2

3

4

5

1 Identify the causes

2 Choose the best approach

3 Facilitate the dialogue

4 Monitor and follow up

5 Here’s what else to consider

Career Management

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You're managing a team that's constantly at odds. How can you resolve conflicts and foster better teamwork?

1

2

3

4

5

1 Identify the causes

2 Choose the best approach

3 Facilitate the dialogue

4 Monitor and follow up

5 Here’s what else to consider

Career Management

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