How can you recognize the signs of team conflict?

1 Communication breakdown

One of the most obvious signs of team conflict is a lack of communication or a deterioration of communication quality among team members. You may notice that your team is avoiding meetings, emails, or feedback, or that they are using passive-aggressive, sarcastic, or disrespectful language. Communication breakdown can lead to misunderstandings, mistrust, and resentment, which can hamper your team's productivity and creativity. To prevent or resolve communication breakdown, you need to foster a culture of open, honest, and respectful communication in your team. You can do this by setting clear expectations and norms, providing regular and constructive feedback, encouraging active listening and empathy, and using effective tools and channels for communication.

2 Low engagement

Another sign of team conflict is a decrease in engagement or enthusiasm among team members. You may notice that your team is showing less interest, involvement, or initiative in their tasks, projects, or goals, or that they are expressing dissatisfaction, boredom, or frustration. Low engagement can result from a lack of alignment, recognition, or autonomy in your team, which can affect your team's performance and retention. To prevent or resolve low engagement, you need to ensure that your team has a clear and shared vision, purpose, and strategy, that they are recognized and rewarded for their contributions, and that they have the opportunity to use their strengths, learn new skills, and make decisions.

4 Interpersonal clashes

A fourth sign of team conflict is an increase in interpersonal clashes or tensions among team members. You may notice that your team is having arguments, disagreements, or disputes, or that they are forming cliques, alliances, or factions. Interpersonal clashes can arise from a variety of factors, such as personality differences, cultural diversity, conflicting values, or competing interests, which can affect your team's cohesion and collaboration. To prevent or resolve interpersonal clashes, you need to promote a culture of diversity, inclusion, and respect in your team, to facilitate constructive dialogue and conflict resolution, and to leverage your team's diversity as a source of innovation and creativity.

5 Customer complaints

A fifth sign of team conflict is a rise in customer complaints or dissatisfaction with your team's products or services. You may notice that your team is receiving negative feedback, ratings, or reviews, or that they are losing customers, sales, or market share. Customer complaints can indicate that your team is not meeting or exceeding customer expectations, needs, or preferences, which can affect your team's reputation and profitability. To prevent or resolve customer complaints, you need to ensure that your team is customer-centric, responsive, and adaptable, that they understand and anticipate customer needs and preferences, and that they deliver high-quality products or services that add value and solve problems.

6 Escalation requests

A sixth sign of team conflict is a surge in escalation requests or interventions from your team members. You may notice that your team is asking for your help, advice, or mediation more frequently or urgently, or that they are reporting or escalating issues to higher authorities or external parties. Escalation requests can signal that your team is unable to resolve their conflicts internally, or that they are dissatisfied with your leadership or management style, which can affect your team's autonomy and trust. To prevent or resolve escalation requests, you need to empower your team to handle their conflicts independently and constructively, to provide them with the appropriate resources and support, and to adopt a leadership or management style that suits your team's needs and preferences.

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?