How do you handle conflict between team members?

To handle a conflict between team members, you must determine the specific conflict, use communication strategies, and acknowledge the situation. Here are some details on these steps and others you can take to handle a conflict between team members:

• Determine the specific conflict. Identifying the conflict is the first step in the process. You should remain aware of any conflicts that exist between team members so you can mitigate bad outcomes through conflict resolution.

  If you witness a conflict brewing or getting out of hand, it is important to understand the conflict fully before taking other steps to resolve it.

• Use communication strategies. Communication strategies are crucial to conflict resolution. Make sure that each team member feels comfortable and safe in talking about their side of the conflict.

  Use active listening to fully comprehend each team member's perspective on the situation. Discuss possible solutions to the conflict with each team member separately and as a group.

• Make sure to acknowledge the situation. The worst thing you can do is to try and ignore the conflict. This can let it fester, grow, and possibly become out of hand. It can also lead to losing trust amongst team members and in you as the employer.

  This can have a profoundly negative effect on employee morale. Try to make a standard of addressing all conflicts swiftly and encourage communication.

• Reference company protocols. Many organizations have detailed protocols that are followed in the event of a conflict between team members. Your human resource (HR) department can also be called on to help navigate the situation.

  If you do not have procedures in place, it is strongly recommended that you create some. Conflict resolution is a key tool in a workplace.

• Follow up with the team members in conflict. Once you have determined a plan of action for conflict resolution and implemented it, you should follow up with the employees involved soon after.

  Check-ins help to inform you if things are back on track or if the conflict has persisted and you need to employ further measures.

• Keep all employees accountable. Keeping all employees accountable in conflicts is important, even when dealing with an exceptionally performing team member.

  If a valuable team member is found to be the source of conflicts, you should rectify this because it can damage the rest of the team. Consider disciplinary actions if the behavior doesn't change.

• Utilize team building. Team building is the practice of bonding in which organizations group teams of employees and have them do activities that promote collaboration on specific projects or tasks. Team building normally includes:

  • The team or a supervisor chooses a team leader

  • The development and planning involving a timeline for a specific project

  • The sharing of ideas, issues, and possible solutions among team members

  • The team members are free to ask each other questions