How To Deal With Employees Not Getting Along

When two team members are at odds, your adult workplace may resemble a middle school classroom. Morale suffers as a result of rumors and side splitting, and managers become embroiled. We’re here to offer you some suggestions for handling disputes among team members. The first step in our plan is to fully comprehend the conflict. After that, we’ll show you how to find a solution and ensure that it sticks. Using these techniques, you can bring back decorum to your workplace even if you can’t make your feuding coworkers best friends.

When Two Co-Workers Can’t Get Along (from Boss Better Now with Joe Mull)

Why is it important to deal with employees not getting along?

Dealing with workplace conflict is crucial for a number of reasons, including:

Preventing an uncomfortable work environment

When coworkers don’t get along, it can affect the whole office and make it uncomfortable to work there. If workplace conflict is dealt with effectively, everyone will be able to work in a tranquil and comfortable environment.

Maintaining productivity

Distracted workers are frequently less productive and may struggle to meet deadlines or quotas at work. Employees can concentrate on producing their best work by treating and preventing tension at work.

Preventing unnecessary turnover

When coworkers are unable to get along for an extended period of time, one or more of them may decide to resign from their positions. This could result in unneeded employee turnover and the departure of a valuable, highly skilled worker. Actively dealing with combativeness between employees ensures employees are happy.

How to deal with employees not getting along

To solve the problem of uncooperative employees, follow these simple steps:

1. Understand the conflict

As a manager, it’s crucial to comprehend an employee conflict from an impartial standpoint. In order to approach the situation with as little bias as possible, do your best to avoid drawing conclusions based on rumors you may have heard at work.

Whether or not the matter falls under the Equal Employment Opportunity Commission (EEOC), such as discrimination, harassment, or threatening behaviors, is the first distinction to be made in order to comprehend the conflict. If the EEOC is involved, disciplinary action, including termination, may be required.

Once EEOC standard action is not necessary, try to identify the underlying problems that are fueling the conflict. Knowing the true nature of the problem makes it easier to defuse conflict and pursue mediation.

2. Encourage a mutual understanding

It’s critical to be aware that your participation in and response to the conflict as a manager could intensify the situation. Encourage your staff to resolve a disagreement amicably on their own terms without your involvement. Consider giving advice through talking points or scheduling a meeting time for your staff to discuss the problem during working hours. Allowing your staff to resolve the issue and develop mutual respect on their own could lead to a positive outcome.

3. Listen to both sides of the argument

Try to be as objective and open-minded as you can as you handle the situation if your employees are unable to resolve it on their own. Make every effort to approach the situation without any preconceptions. This presents an opportunity for you to assist your staff in reaching a just decision.

A useful strategy to keep in mind when handling disputes involving more than two employees is to limit conversations to the two who are most directly involved. This helps you get to the main issue more efficiently. Actively hearing both sides of the main disagreement enables you to comprehend the steps required for a solution.

4. Determine the real cause of the problem

Employees involved in tense situations frequently have their judgment clouded by emotions, which makes it challenging for managers to see the situation objectively. The best way to solve these kinds of problems typically entails gathering information and identifying the root of the issue. Encourage your staff to calmly explain the details of the situation without going into too much detail about the emotional effects. With the help of this technique, you can identify the root of the issue without being influenced by anger or frustration, which will help you determine the best course of action.

5. Encourage effective communication

If there is a lot of conflict among your employees, think about how to promote productive communication between them. Try going back to the fundamentals and delivering lectures on fundamental communication and problem-solving skills. Successful communication is a powerful tool toward harmony and resolution.

Think about spending money on an online personality test and communication course to instruct your staff how to express their thoughts, feelings, and ideas in a respectful and non-threatening manner. These channels of communication encourage staff to resolve conflicts amicably before they escalate.

6. Reference the employee handbook

If you’re having trouble solving a conflict between coworkers, you might want to look over your employee handbook. This might assist you in determining how to approach a situation effectively and how to proceed with resolution. Another excellent way to maintain objectivity when handling a conflict is to make reference to the usual procedures and standards expected of every worker. Ensure that your judgment is in line with the standards outlined in the employee handbook when choosing the methods of discipline.

7. Use discipline when necessary

Consider using discipline to deal with staff members who can’t get along if none of the aforementioned measures work to resolve a situation. This technique is especially beneficial for workers who frequently argue with the same or different coworkers. To promote reflection and reform, try writing down bad behavior and keeping a record of it. Additionally, by taking this action, you and the business will have a resource that third parties can use. Consider keeping a detailed record of all disagreements, bad behavior, and any resolutions reached between staff members.

8. Set a good example

Providing an example of how staff members should interact with one another is an effective strategy for resolving issues and avoiding conflicts. Try to treat your staff with mutual respect and understanding, as you would like to see them treat one another. Employees frequently look to managers for guidance on how to conduct themselves at work. Setting a good example can result in a productive, harmonious, and harmonious workplace.

9. Find the solution

Solutions are frequently as diverse as the problems they attempt to solve. Effective conflict management requires providing a solution that fully addresses the problem and ensures the comfort of all parties involved. It’s important to put a solution in place that enables your employees to complete their work without being distracted by arguments, even if you don’t need to encourage them to become friends.

Think about making organizational adjustments, like relocating their workspaces farther apart or switching up their shifts to avoid too much interaction until tensions ease Try to keep the company, business, or employees’ best interests in mind. If one employee is causing excessive conflict, you might want to consider restructuring your staff for the good of everyone.

FAQ

What to say to two employees who don’t get along?

• Get them to know each other.
• Give them space, literally.
• Stay neutral, but not indifferent.
• Put technology to good use.
• Be the mediator and provide solutions.
• Treat the problem, not the symptom.
• Hire a facilitator as a middle person.
• Discuss what causes the tension.

What do you do when employees hate each other?

• Act Fast. …
• Understand the Root of the Acrimony. …
• Avoid Personal Issues. …
• Get all your Facts and Figures First. …
• Speak to Witnesses. …
• Keep Your Personal Bias at Bay. …
• Be Empathetic. …
• Give each employee a fair chance to present their case.

How do you resolve conflicts between employees?

1. Create an Open Door Policy. …
2. Determine the Severity of the Situation. …
3. Encourage Employees to Work Out Issues On Their Own. …
4. Take Action When Necessary. …
5. Listen to All Parties Involved. …
6. Document the Incident. …
7. Get Insight from your Employee Handbook. …
8. Create a Comprehensive Solution.

What would you do if two employees are arguing in the workplace?

1. Confront it immediately. …
2. Hear both sides. …
3. Express understanding and empathy. …
4. Identify the issue. …
5. Get HR involved. …
6. Enforce discretion. …
7. Create solutions. …
8. Document your meetings and plan of action.