You’re a people manager and there’s conflict in the workplace. How do you recognize the signs?

El conflicto es parte de la relación entre personas. Lo importante, desde mi punto de vista es que no solo RRHH accione las herramientas en su area de gestión, sino que exista también una cuota relevante de aportes de todos los líderes.

I've learned to notice subtle shifts indicating conflict. Whether in meetings, online chats, or face-to-face conversations, I pick up on changes in vibe, attitude, or work style. Conflict leaves its mark, even in small ways.

Nada pero en estos casos, que dejar de atender las se?ales y atenderlas de inmediato en un trabajo conjunto de cada uno de los lideres de la organización, involucrando a los respectivos equipos.

Some signs Decreased Communication Microaggressions Social isolation or exclusion of certain individuals. Formation of groups within the team. Negative body language, such as eye-rolling or avoiding eye contact. Dismissive gestures or facial expressions during discussions. Employees avoid the workplace or certain team members.

Things dont get done! It is a very easy and tangible signal. You will hear reasons for delays/ non-delivery, dependencies which are easy to mitigate, problems without solution options, challenges which are only talked about and not solved, "its not my problem" attitude. You cant miss these! Time to fix these immediately when symptoms appear.

Algunas veces, evitar atender las necesidades de las personas, como escucharlos, darles un tiempo para entender su trabajo, conocer a sus equipos y humanizar los vínculos de una organización, favorece la entropía y se genera incomunicación muy da?ina. Cuando se fijan acuerdos de relacionamiento positivo, al menos se debe hacer todo lo posible por respetarlos y concordar en si son lo mejor para todos.

In handling workplace conflict, I find it best to start with one-on-one discussions. I speak candidly yet firmly with each party separately. If necessary, we convene together. Throughout, I stress support, active listening, problem-solving, and reaching a resolution.

Open Communication - Encourage team members to bring up concerns and address them openly. Deal with conflicts promptly before they escalate. Regular 1:1 or check-ins - Provide a platform for team members to express their thoughts and opinions.

Increased absenteeism/tardiness from those in conflict shows stress impact. Snappy, terse communications like emails instead of face-to-face interactions are a cue, as are inconsistent stories from each side about incidents showing lack of understanding. Watch for physical distancing signals like crossed arms and refusal to make eye contact during interactions. Complaints to you or others about the other employee is a red flag even if venting. Note a rise in small disagreements repeatedly escalated to you to resolve rather than by them, showing inability to problem solve together. Conflict can impair results with missed deadlines, subpar work or lack of collaboration on shared duties.

It is important to acknowledge when there is a conflict. Addressing conflicts proactively, promoting open communication, and fostering a positive team culture are essential steps to mitigate these harmful effects.