What do you do if two employees on your team are constantly at odds?

Dealing with this right now with one of my hotel clients. Both are great at what they do, but have distinctly difference "lens" on their eyes at how they see the world. The only way we've improved this is continual and constant communication. As soon as one move out of his or her lane, I'm back there reminding the "end game" and goal. Plus, it's made them see each other a bit better. In the end, if they ship will not start to steer in the proper direction, then one-on-one coaching & counseling has to be taken. Differences in viewpoints, styles, opinions, etc. is what makes the world a great place. However, the culture and overall goals of the organization need to keep them BOTH with the end in mind. Have them listen and learn to each OTHER

Empathy starts with genuine trust. If there is no culture of psychological safety, you won't be able to identify the root cause of conflict or adequately diagnose why the parties are at odds. Assuming an open dialogue, it comes down to remaining unbiased and objective. Fact-finding is not a forum for passing judgment; it’s to gather evidence and try to understand a point of view. I recommend doing this one on one first and in person. Personal connection matters, especially when emotions are involved, but choose a time when someone is thinking rationally.

I facilitate a private discussion to address their conflicts, I encourage active listening, and I find common ground to resolve differences.

it’s essential to approach the issue with empathy and curiosity; here are a few steps I would talk: Listen Actively: Engage in 1:1 conversations, allowing both individuals to express feelings without judgment. Patterns and Triggers: Observe clashes—personalities, work styles, or conflicting goals. Peer Feedback: Seek insights from team members. Organizational Factors: Consider external stressors. Mediation: Encourage open dialogue and collaboration. Let’s build bridges, not walls. #Leadership #ConflictResolution

When dealing with two employees who are constantly at odds, as a leader, active listening is crucial. Start by having private conversations with each employee to understand their perspectives. Then, facilitate a neutral dialogue between them, emphasizing shared goals. Set clear behavioral expectations and explore conflict resolution techniques. Regular follow-ups ensure progress. Remember, your role is to mediate, not take sides, fostering a healthy team dynamic.

Sometimes you have to recognize that two employees will never get along and it is often personal, emotional and driven from past negative interactions. I am a fan of Belbin which if implemented correctly can at least cast a light on why two people are so opposite. It also guides on better ways to work together once there a conscious understanding of the other persons Belbin biases. However sometimes if all else fails you need to move one out.

In a disagreement, the best way to get the other party to consider your position is the give the “gift of listening” to their point of view first. According to behavior science experts like Dr. Robert Cialdini, this will significantly increase the odds of the other side to listen to your perspective and move in your direction based on the Principle of Reciprocity. The key here is to listen first. This intangible gift, it is very effective. Give this a try.

I've found using a "talking object" highly effective for mediation. Based on principles like Stephen Covey's 7 Habits and Marshal Rosenberg’s Nonviolent Communication, it creates a container for each party to express themselves while the other actively listens. One person holds the talking object (e.g., a pen or stone) and speaks uninterrupted for a set time. The listener then reflects what was said until the speaker feels heard. Then, roles reverse with the object passing to the other person. This structured process prevents unproductive cross-talk or arguments. It takes practice, but cultivating this habit of empathetic listening and respectful dialogue can transform workplace conflicts into opportunities for connection.

Once you know the exact problem, the right approach is to have clear communication between both. Ask them relevant questions, and find the solution to clarify the problem. Focus on understanding both parties, listen actively, and find the right approach to solve it.

Here’s 3 steps to facilitate dialogue between employees at odds: 1. Kick it off with clear intentions. This isn’t a blame game. Find a path forward. Make that the mission. 2. Listen more than you talk. Use “What I’m hearing is…” to reflect back. It’s not just about waiting to speak. 3. End with action. What’s the next step? Make commitments, not just conversations. Accountability changes the game.

After talking and understanding their perspectives I’ll encourage both of them to think about what’s good for company , client , team and their mental health to solve conflict. If they can’t solve this conflict best option have clean escalation to manager level. As a result I’ll expect from both parties commitment to result even if they are not agree.

Providing a fair and impartial solution that considers the opinions of both parties can help them feel heard and understood. It's important to present the pros and cons of the decision in a well-structured manner so that everyone involved feels respected and valued. This approach can help prevent hurt feelings and promote a positive outcome for all.

When two employees are consistently at odds, it's crucial to explore various options for resolution. Begin by facilitating a calm and structured discussion to understand their perspectives and find common ground. Encourage them to agree on actionable steps to improve their relationship and collaborate effectively. This may involve setting clear boundaries. After that, schedule regular check-ins which can help monitor progress. By promoting open communication and proactive problem-solving, you can foster a more harmonious and productive team environment.

When two employees are consistently at odds, it's crucial to explore various options for resolution. Begin by facilitating a calm and structured discussion to understand their perspectives and find common ground. Encourage them to agree on actionable steps to improve their relationship and collaborate effectively. This may involve setting clear boundaries. After that, schedule regular check-ins which can help monitor progress. By promoting open communication and proactive problem-solving, you can foster a more harmonious and productive team environment.

Clarity and communication are keys. Once they agreed to speak to each other, design a new option with them, as a team brainstorming session, where everyone can add their opinion. They need to feel listened to. 1 - Focus on the desired outcome, that will be agreed upon prior to any other discussion 2- Write the roadmap, as a project management that will lead to the desired outcome, with tasks, actions, competences 3- Allocate the tasks AND the communication canals 4- Write everything down, and share it. Normally, they should only argue if one does not respect the agreed upon process. ps I do the same with kids, write the domestic tasks on a calendar with an allocated task. That saves me from many discussions !

Periodically, have lunch with both of them to just bond and build relationship. Observe to see if they are talking well with each other or staying quiet. Rome is not build in a day. Slowly bring them together like lunches or doing simple projects together. Always openly appreciate both of them once such projects are done saying they make a great team. Positive reinforcement helps the two to reconcile.

To provide support to both parties effectively, it's essential to engage in regular check-ins, provide feedback and guidance, and address issues promptly. Begin by scheduling regular one-on-one meetings with each employee to check on their progress and well-being. During these meetings, provide constructive feedback on how the employees are managing their differences and working together. Finally, if any new issues or conflicts arise between the employees, address them promptly and proactively.

Check in with the employees regularly to ensure that the conflict has been resolved satisfactorily. Provide additional support or mediation if needed to prevent future conflicts

After implementing the resolution strategy, it’s very important to track results as you go , putting a clear KPIs and monitor achievements where you can compare, evaluate and do enhancements to the original strategy.

Conflict resolution doesn't end when the disagreement subsides. Regular check-ins, recognition, and support are crucial for long-term success. Offer guidance, resources, and opportunities for growth, and celebrate progress along the way. Empower your team to transform conflicts into catalysts for positive change and watch them thrive.

Mindful of the fact that although a conflict may be between two individuals on the team, it could have a snowball effect and destabilize the team. As such, it must be promptly and discretely addressed. You will be testing your own leadership skills by successfully solving the conflict within the team. If you take the easy route of moving one or both employees to another team, you have just transferred the problem to another leader than own it, and that is not a good display of leadership.

It depends on the size of your team. If I have a small team of 3-5, I would start thinking about whether I am the one who needs to reflect first. Then, I would raise that thought to the team. If yes, I need to make some changes and improvements to make the team not feel bad working with me, or that I'm not capable of being a good team member ?? If not, we will start digging out the root cause, whether internal or external. Keeping the core team petite helps to streamline the process more effectively and efficiently ??

While identifying the root cause and talking to each member individually and collectively are management "to dos", it's not easy to identify the root cause unless and until there is deep trust. I am a firm believer that there is nothing in this world that cannot be solved by talking. However, this works only if both parties come to with an agenda to find solutions. Most often than not, egos and power battles define such behaviour and it is not easy to address them by using management principles alone. What actually happens in such a situation is, the team is forced to take sides, creates bad blood and becomes a larger issue over time creating toxicity. If things don't improve after reasonable mediation then it's better to let go of both

Continuous odds between two team members is not healthy and not good for individuals , team and organisation.I believe this is common for all Leaders who has large team size. 1) Understanding the root cause of the conflict 2) Categorise the conflict and evaluate the impact- on individual, on team , on business etc 3) This helps to understand the severity of situation and to strategise approach 4) Important to discuss individually with both the team members and hear them completely. 5) Call for common dialogue and discussion 6) Continuously monitor the progress 7) Give them clarity on how the conflict is damaging them , team , outcome 8) I strongly find this useful as they both agree and work towards resolving the conflict.

If they are two employees working together, in theory, they share the same goal or purpose as part of the team and the organization. It's important to draw attention to that commonality and encourage them to prioritize the team and change the focus from those individuals to the bigger picture. When the common goals or the bigger picture is seen, things may feel less personal and about the people. Hoepfully, that facilitates a more productive conversation. If two individuals constantly get caught up in personal dynamics over team goals, I would question their priorities and consider stronger actions.