16 answers
abigail
Student
1
Question
Asked
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How do you handle a situation where two people aren't working well together?
Understand the nature of the conflict.
Encourage employees to work it out themselves.
Listen to both sides.
Determine the real issue, together.
Consult your employee handbook.
Find a solution.
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16 answers
Lisa Agos
HR Data Analyst
3
Answers
Lake in the Hills, Illinois
Updated
Lisa’s Answer
Disagreements are a part of life, but they don't have to halt all progress. If you find yourself dealing with a dispute between two people, here are some friendly suggestions:
-Start by trying to understand. What's the root of the disagreement? What's driving it? Take time to sit with each person separately, and simply listen. Provide a judgement-free zone where they can openly express their viewpoint without interruption.
-Next, bring the two people together in a neutral setting. Establish some basic rules (for example, no hurtful remarks, take turns speaking, listen attentively, etc.), and let them have their discussion. Step in to guide or steer the conversation only if they start to break the agreed rules. Give them the chance to discover common ground.
-Lastly, express your gratitude for their open conversation, both with you and with each other. Summarize the mutual understanding they reached and the way forward, along with what you expect from them.
Remember to check in and make sure they are sticking to their part of the deal!
-Start by trying to understand. What's the root of the disagreement? What's driving it? Take time to sit with each person separately, and simply listen. Provide a judgement-free zone where they can openly express their viewpoint without interruption.
-Next, bring the two people together in a neutral setting. Establish some basic rules (for example, no hurtful remarks, take turns speaking, listen attentively, etc.), and let them have their discussion. Step in to guide or steer the conversation only if they start to break the agreed rules. Give them the chance to discover common ground.
-Lastly, express your gratitude for their open conversation, both with you and with each other. Summarize the mutual understanding they reached and the way forward, along with what you expect from them.
Remember to check in and make sure they are sticking to their part of the deal!
Devi Sri Dommeti
Employee
7
Answers
Hyderabad, Telangana, India
Updated
Devi Sri’s Answer
When dealing with a situation where two individuals are not collaborating effectively, several steps can be taken:
Understanding: Identify the root of the disagreement. Speak with each person individually to understand their viewpoint.
Open Dialogue: Encourage open and honest communication between the two parties. Promote active listening and expression of concerns.
Expectation Setting: Clearly state expectations for professional behaviour and teamwork. Highlight the significance of collaboration in achieving shared goals.
Conflict Resolution Training: Offer training or resources on conflict resolution to help individuals learn how to manage differences and find shared solutions.
Oversight: Keep a close eye on the situation and provide ongoing support. Ensure that the individuals involved are genuinely trying to improve their working relationship.
Team Building: Introduce team-building activities to foster better understanding and cooperation. These can help build trust and enhance communication within the team.
Feedback: Give constructive feedback on individual and team performance. Acknowledge positive efforts and promptly address any ongoing issues.
Escalation: If conflicts continue, involve upper management or HR to consider additional interventions or mediation. Set clear consequences for ongoing non-cooperation.
Reassignment: In extreme cases, consider reassigning roles or restructuring teams to reduce conflict. Ensure that changes are communicated in a transparent and fair manner.
Addressing such situations requires a mix of empathy, communication skills, and a dedication to creating a positive work atmosphere.
Understanding: Identify the root of the disagreement. Speak with each person individually to understand their viewpoint.
Open Dialogue: Encourage open and honest communication between the two parties. Promote active listening and expression of concerns.
Expectation Setting: Clearly state expectations for professional behaviour and teamwork. Highlight the significance of collaboration in achieving shared goals.
Conflict Resolution Training: Offer training or resources on conflict resolution to help individuals learn how to manage differences and find shared solutions.
Oversight: Keep a close eye on the situation and provide ongoing support. Ensure that the individuals involved are genuinely trying to improve their working relationship.
Team Building: Introduce team-building activities to foster better understanding and cooperation. These can help build trust and enhance communication within the team.
Feedback: Give constructive feedback on individual and team performance. Acknowledge positive efforts and promptly address any ongoing issues.
Escalation: If conflicts continue, involve upper management or HR to consider additional interventions or mediation. Set clear consequences for ongoing non-cooperation.
Reassignment: In extreme cases, consider reassigning roles or restructuring teams to reduce conflict. Ensure that changes are communicated in a transparent and fair manner.
Addressing such situations requires a mix of empathy, communication skills, and a dedication to creating a positive work atmosphere.
Karen McNeely
Project Management
1
Answer
Cumming, Georgia
Updated
Karen’s Answer
There are 5 conflict resolution techniques for project management:
1.
conflict management
1.
Karen recommends the following next steps:
Hi Karen! It looks like your 5 techniques didn't post. Can you edit to include the 5 techniques?
Sharyn Grose, Admin
Enise Agel
141
Answers
Updated
Enise’s Answer
Hello Abigail,
All group members are not perfect.
I would say that few members may not know what they can communicate with others, how to collaborate with team members, and/or how they feel about ypur group work. All team members expect the possible steps to finish the project/work in couple of days; however, it can be challenging to satisfy expectations from others. Therefore, their request is being attentive and active on daily duties.
You may deal with the oeople who you do not talk enough. You may need to find a solution or solutions which allows you to solve at least communication problem, move to the next path, and they will not hesitate to share ideas in group.
Most common group works required to;
Have similar ideas from each other
Assign a work or works to each members (all works should be equal). If not, you can say that you could not do X work because it was difficult for me to complete, or Y could do it instead of me (because her/his talent can enable to complete the work) etc.
Each members must show their piece of work. If a member who doed not like your work, you may ask how you can do it better.
Once you’re done with your better work, you can help with others; they can also organise their work for better, check if something is not right for you and others, and/or prepare for the presentation/assignment together.
I hope this helps.
All group members are not perfect.
I would say that few members may not know what they can communicate with others, how to collaborate with team members, and/or how they feel about ypur group work. All team members expect the possible steps to finish the project/work in couple of days; however, it can be challenging to satisfy expectations from others. Therefore, their request is being attentive and active on daily duties.
You may deal with the oeople who you do not talk enough. You may need to find a solution or solutions which allows you to solve at least communication problem, move to the next path, and they will not hesitate to share ideas in group.
Most common group works required to;
Have similar ideas from each other
Assign a work or works to each members (all works should be equal). If not, you can say that you could not do X work because it was difficult for me to complete, or Y could do it instead of me (because her/his talent can enable to complete the work) etc.
Each members must show their piece of work. If a member who doed not like your work, you may ask how you can do it better.
Once you’re done with your better work, you can help with others; they can also organise their work for better, check if something is not right for you and others, and/or prepare for the presentation/assignment together.
I hope this helps.
DaSabria Dunbar, RPT
60
Answers
Updated
DaSabria’s Answer
Great work! You've nailed most of the answers to your question, and I couldn't be more in agreement with you.
Just a few things to consider - encourage your employees to get to know each other better and foster a collaborative environment. Sometimes, conflicts arise from simple misunderstandings or lack of trust, often over trivial matters.
If the problem persists, even after three or more incidents, it might be necessary to part ways with both parties involved. I hope this advice proves useful to you! Keep going!
Just a few things to consider - encourage your employees to get to know each other better and foster a collaborative environment. Sometimes, conflicts arise from simple misunderstandings or lack of trust, often over trivial matters.
If the problem persists, even after three or more incidents, it might be necessary to part ways with both parties involved. I hope this advice proves useful to you! Keep going!
Corrette Palmer
PM
2
Answers
Mount Vernon, New York
Updated
Corrette’s Answer
Based on what I've learned, it's most effective to stay focused on the shared goal of the job and the tasks that need to be done. I recommend not letting personal issues interfere with the conflict, and instead, concentrate more on the team's tasks that need completion. Use these tasks as a catalyst to unite the parties involved, steering the discussion and establishing a timeline for responses and deliveries.
Janis Ransom
Resume Writer, Interview Coach and Career Strategy Consultant
23
Answers
Indianapolis, Indiana
Updated
Janis’s Answer
Take a moment to review the company's employee handbook. This will help you understand the correct procedures to follow. Next, it would be beneficial for each employee to jot down their concerns in a numbered list. This simple step can provide surprising clarity on the actual issues at hand.
Once you've done this, arrange a meeting with the involved parties to go over the listed issues. Keeping the discussion focused on the documented points can help avoid unnecessary digressions. Following this, it's a good idea to schedule a follow-up meeting two weeks later to check on progress or updates.
This approach should be helpful in addressing your concerns.
Once you've done this, arrange a meeting with the involved parties to go over the listed issues. Keeping the discussion focused on the documented points can help avoid unnecessary digressions. Following this, it's a good idea to schedule a follow-up meeting two weeks later to check on progress or updates.
This approach should be helpful in addressing your concerns.
Derico D. Dabney, M.Eng
Program & Project Manager | Business Development | Team Leadership | Strategic Interiors Operation
2
Answers
McDonough, Georgia
Updated
Derico D.’s Answer
Hey there! Dealing with a situation where two people aren't exactly a dynamic duo? Addressing this requires a thoughtful approach, but no worries, we can tackle this together. Below is a list of steps to try, not necessarily in this order though.
**Get the Scoop:** So, let's start by figuring out if this is a one-time hiccup or a recurring issue. That way, we know what we're dealing with.
**Heart-to-Heart Time:** Reach out to each person separately and have a little chat. This is where we put on our detective hats and listen carefully to their sides of the story. Understanding their perspectives is key.
**Sit-down Session:** Bring them together in a relaxed setting to talk it out. You're not a referee, but more like a friendly facilitator. This is the moment to iron out any misunderstandings and hopefully find some common ground.
**Keeping It Smooth:** If they're ace team members outside of this pickle, maybe it's best not to team them up for now.
**Check the Rulebook:** It's always good to consult your company's policies to make sure we're on the up and up while we work on this. No rule-breaking here!
**Boosting Skills:** Suggest some cool workshops or resources to help them brush up on their teamwork and communication skills. It's like a power-up for their collaboration game.
**Stay in the Loop:** After our little heart-to-heart sessions, we'll want to stay in the loop to make sure things are sailing smoothly. A quick check-in can go a long way.
**Shake Things Up:** If things are still a bit rocky, we could explore switching their roles or teams. Sometimes a change of scenery can do wonders.
**Get the Scoop:** So, let's start by figuring out if this is a one-time hiccup or a recurring issue. That way, we know what we're dealing with.
**Heart-to-Heart Time:** Reach out to each person separately and have a little chat. This is where we put on our detective hats and listen carefully to their sides of the story. Understanding their perspectives is key.
**Sit-down Session:** Bring them together in a relaxed setting to talk it out. You're not a referee, but more like a friendly facilitator. This is the moment to iron out any misunderstandings and hopefully find some common ground.
**Keeping It Smooth:** If they're ace team members outside of this pickle, maybe it's best not to team them up for now.
**Check the Rulebook:** It's always good to consult your company's policies to make sure we're on the up and up while we work on this. No rule-breaking here!
**Boosting Skills:** Suggest some cool workshops or resources to help them brush up on their teamwork and communication skills. It's like a power-up for their collaboration game.
**Stay in the Loop:** After our little heart-to-heart sessions, we'll want to stay in the loop to make sure things are sailing smoothly. A quick check-in can go a long way.
**Shake Things Up:** If things are still a bit rocky, we could explore switching their roles or teams. Sometimes a change of scenery can do wonders.
Neha Sood
Strategic Development Manager
3
Answers
Singapore
Updated
Neha’s Answer
Absolutely, every challenge can be overcome, and if it can't, it's not really a challenge at all.
Here's a friendly suggestion: Find a quiet space, like a meeting room or a cozy coffee shop, and meet with the other person. Set the stage for a peaceful conversation and be open to accepting helpful feedback.
In the end, both of you want to succeed and there's no room for negativity. So, let's focus on the positive and move forward together!
Here's a friendly suggestion: Find a quiet space, like a meeting room or a cozy coffee shop, and meet with the other person. Set the stage for a peaceful conversation and be open to accepting helpful feedback.
In the end, both of you want to succeed and there's no room for negativity. So, let's focus on the positive and move forward together!
Roy Prabuddha
Business Planning and Operations Manager
3
Answers
Sydney, New South Wales, Australia
Updated
Roy’s Answer
When a disagreement arises among team members, it's crucial to pause and take a step back to understand the root cause.
After recognizing the issue, it's vital to let both sides express their viewpoints. Then, collaboratively decide on the course of action for resolution. This approach not only solves the problem but also fosters mutual respect and understanding.
After recognizing the issue, it's vital to let both sides express their viewpoints. Then, collaboratively decide on the course of action for resolution. This approach not only solves the problem but also fosters mutual respect and understanding.
Tranice Davis
Chat Specialist
1
Answer
Lawrenceville, Georgia
Updated
Tranice’s Answer
Here's a more engaging and actionable version of your text:
This is a scenario where you can apply a conflict resolution strategy.
1. Pinpoint the Conflict: Start by identifying the conflict. Once you've pinpointed it, you can begin to address it by communicating with each party individually.
2. Facilitate a Meeting: When the time feels right, bring both parties together. This will allow you to get to the heart of the problem. Encourage them to discuss their issues openly and collaboratively work towards a healthy resolution.
3. Find a Solution: Once the issues have been discussed, work together to identify a solution that satisfies both parties.
4. Monitor and Follow Up: Keep an eye on the situation and follow up regularly. Remember, consistent follow-up is crucial to ensure the solution is being implemented and the conflict doesn't resurface.
This is a scenario where you can apply a conflict resolution strategy.
1. Pinpoint the Conflict: Start by identifying the conflict. Once you've pinpointed it, you can begin to address it by communicating with each party individually.
2. Facilitate a Meeting: When the time feels right, bring both parties together. This will allow you to get to the heart of the problem. Encourage them to discuss their issues openly and collaboratively work towards a healthy resolution.
3. Find a Solution: Once the issues have been discussed, work together to identify a solution that satisfies both parties.
4. Monitor and Follow Up: Keep an eye on the situation and follow up regularly. Remember, consistent follow-up is crucial to ensure the solution is being implemented and the conflict doesn't resurface.
Joe Chester
Customer Service Supervisor
1
Answer
Rio Rancho, New Mexico
Updated
Joe’s Answer
Your approach to handling conflict is absolutely on point. I wholeheartedly concur that issues should ideally be resolved at the most basic level, between the individuals involved. If that doesn't work, mediation can serve as a highly effective strategy. For instance, I once had two employees who disagreed over their social media friendships. While it may seem insignificant, it did affect their work dynamic. They wouldn't sit together or even look at each other without animosity.
I initially encouraged them to sort out their differences, reminding them of our professional environment and the importance of our work. However, they returned later that day, still at odds, with one requesting a team change. I didn't hesitate to take action. I arranged a meeting, prepared a conducive environment for dialogue, and set the ground rules: one person speaks at a time, no interruptions, and no negative or hurtful comments.
I kicked off the meeting by asking them to share something they both appreciated about working for our company, establishing a common ground. I then let each of them express their concerns and feelings about the social media issue. This provided a safe space for them to communicate and resolve their differences.
We agreed that they could maintain a professional relationship focused on advancing our company and serving our customers, without needing to be "friends" on social media. I also asked them to present best practices on customer engagement at the next team meeting, which they did splendidly.
Open communication can resolve any issue, as long as both parties are willing. Sometimes, they just need a little help to understand and respect each other's feelings, especially when they don't see eye to eye. Conflict is inevitable in work, relationships, and life in general. Staying calm, being supportive, and striving to understand are key ingredients for successful conflict resolution.
I initially encouraged them to sort out their differences, reminding them of our professional environment and the importance of our work. However, they returned later that day, still at odds, with one requesting a team change. I didn't hesitate to take action. I arranged a meeting, prepared a conducive environment for dialogue, and set the ground rules: one person speaks at a time, no interruptions, and no negative or hurtful comments.
I kicked off the meeting by asking them to share something they both appreciated about working for our company, establishing a common ground. I then let each of them express their concerns and feelings about the social media issue. This provided a safe space for them to communicate and resolve their differences.
We agreed that they could maintain a professional relationship focused on advancing our company and serving our customers, without needing to be "friends" on social media. I also asked them to present best practices on customer engagement at the next team meeting, which they did splendidly.
Open communication can resolve any issue, as long as both parties are willing. Sometimes, they just need a little help to understand and respect each other's feelings, especially when they don't see eye to eye. Conflict is inevitable in work, relationships, and life in general. Staying calm, being supportive, and striving to understand are key ingredients for successful conflict resolution.
Kale Ladd
3
Answers
Indian Land, SC
Updated
Kale’s Answer
An interesting twist is when the conflict is happening between peers. I suggest stating the observed behavior, waiting for a response, explaining the impact it is having on you and the team, and then encouraging/asking for a path forward that minimizes the impact. Ultimately, your role is to provide a data point of the impact of the conflict to the people with the conflict without taking sides and nudging the participants towards a solution that helps the team function better without butting your nose in or dictating the solution.
Arthi Elango
3
Answers
California City, California
Updated
Arthi’s Answer
Conflict is a common occurrence. The key is in how you manage it to prevent any negative effects on you or your environment. If you're wondering how to handle a disagreement between two colleagues, here's the method I used:
Firstly, I arranged a meeting with both parties involved in the dispute. This allowed me to gain a deeper understanding of the actual situation instead of relying on office rumors.
Next, I took a moment to reflect on the root cause of the disagreement.
After identifying the problem, I developed a resolution that considered the viewpoints of both colleagues and what would be beneficial for the team.
I then presented these potential solutions to the conflict that the peers were experiencing.
I also had individual conversations with them, discussing the potential effects and impacts their disagreement could have on the team.
The key was maintaining open and honest communication throughout the process.
Remember, it's important not to let personal biases or opinions influence your judgement.
Best regards.
Firstly, I arranged a meeting with both parties involved in the dispute. This allowed me to gain a deeper understanding of the actual situation instead of relying on office rumors.
Next, I took a moment to reflect on the root cause of the disagreement.
After identifying the problem, I developed a resolution that considered the viewpoints of both colleagues and what would be beneficial for the team.
I then presented these potential solutions to the conflict that the peers were experiencing.
I also had individual conversations with them, discussing the potential effects and impacts their disagreement could have on the team.
The key was maintaining open and honest communication throughout the process.
Remember, it's important not to let personal biases or opinions influence your judgement.
Best regards.
Cherelle Maddox
30
Answers
Updated
Cherelle’s Answer
Hi Abigail!
Mediation with a third party would be best but in some cases, reassigning team members for the sake of the team and company bottom line works even better!
Open door communication, training in cultural understanding and DEIB (diversity, equity, inclusion and belonging) are essential here — and of course, digging to discover the root of the conflict in order to come to a mutual understanding of the issue so that determining an appropriate resolution that meets every party’s needs is possible, is HIGHLY recommended!
Hope this helps!
Mediation with a third party would be best but in some cases, reassigning team members for the sake of the team and company bottom line works even better!
Open door communication, training in cultural understanding and DEIB (diversity, equity, inclusion and belonging) are essential here — and of course, digging to discover the root of the conflict in order to come to a mutual understanding of the issue so that determining an appropriate resolution that meets every party’s needs is possible, is HIGHLY recommended!
Hope this helps!
Carolyn Cooper
2
Answers
New York, New York
Updated
Carolyn’s Answer
Hi Abigail, Depending on the size of the company you may want to seek the advice of your HR Team. Things to keep in mind for conflict management:
1. clear and calm communication
2. investigating the true basis of the conflict - sometimes the tension is a symptom of a deeper issue,
3. mediation - neutral party to speak with both persons together
4. joint agreement of how to move forward together professionally in a respectful manner.
1. clear and calm communication
2. investigating the true basis of the conflict - sometimes the tension is a symptom of a deeper issue,
3. mediation - neutral party to speak with both persons together
4. joint agreement of how to move forward together professionally in a respectful manner.