Register now or log in to join your professional community.
What is the best way to handle a conflict between4 employees on your team?
In a team environment it is inevitable that there will be times when people do not see eye to eye. As a manager one of your roles are to facilitate and to ensure a constructive, creative and positive work environment. It is important to understand that you are dealing with a multitude of personalities and that each individual has strengths and weaknesses. Some situations may require a one-on-one approach where others may require a collective approach. Getting to know your co-workers is key to understanding how they function. Identifying a common cause and rewarding teams opposed to individuals will ensure a harmonious working environment.
Conflict is unavoidable to some office workers like us leader to staff or staff to staff..but you can resolved this in a very simple way. Set a conference meeting to 4 employees involved, then ask them one by one what is their concerns and problems to each one of them. When the conflict is identified as a team leader give some insights and solutions to the conflict they had encounter and after discussions and agreement is set let them reconcile and forget what happened because it's always nice to have a healthy and peaceful workplace.
here are6 possible outcomes of resolving conflict among coworkers:Both parties work out their differences, rise above, and move on.Both parties agree to disagree, but get past it and move on.Both parties say they’ve moved on, but one or both secretly harbors continued ill will. Negativity lurks and performance soon begins to dip.One party sucks it up and acquiesces while the other seemingly “wins.” Conflict could continue.The “wrong” party won’t budge and needs to be removed from the department and possibly let go.The situation damages both workers and both leave.
simply ,
meeting with the four ( round table meeting )
discuss the subject with4
take the opinion of4 written
take a last decision with agreement
clarification for conflict
it depends on the nature and intensity of conflict. however generally disciplinary actions are advisable.
By concensus.
In a situation of this sort common sense prevails which can be handled by a Leader who has to be unbaised and should not have a already always listening stigma(AAL),A good leader has to listen to the versions of the team members without interupting,After listening completely the different versions,disperse the meeting for that while,call for a meeting later and give your views in a manner that it is ammicably resolved among themselves giving no room for further complications stressing on points what the company expects as a team and what results it can produce in a long run.
4 is a big number.... here is where the manager or leader steps in and hears all views, and with his experience and wisdom he will solve any problem....
that's ofcourse if there is a TRUE leader in the team...
Conflict is pretty much inevitable when you work with others.
People have different viewpoints and under the right set of circumstances, those differences escalate to conflict.
Conflict isn't necessarily a bad thing, though. Healthy and constructive conflict is a component of high functioning teams. Conflict arises from differences between people; the same differences that often make diverse teams more effective than those made up of people with similar experience. When people with varying viewpoints, experiences, skills, and opinions are tasked with a project or challenge, the combined effort can far surpass what any group of similar individual could achieve. Team members must be open to these differences and not let them rise into full-blown disputes.
Understanding and appreciating the various viewpoints involved in conflict are key factors in its resolution. These are key skills for all team members to develop. The important thing is to maintain a healthy balance of constructive difference of opinion, and avoid negative conflict that's destructive and disruptive.
If there are4 people fighting within the team than you have a serious problem, as a project manager you should able to get the feelers when the initial sparks start flying within the team you should take action to mitigate this risk as eventually it will effect your project schedule and effect the deliverable s. And if the situation is out of control try to speak and convince all the guys who are causing problems if even then they are not behaving you have2 options either escalate this issue to your or their higher ups or else remove them from the team.
better to bring them on a table and ask them about the conflict and have discussion after the evaluation of the conflict and convince them to work as team not an individual it will be in the favor of organization as well as for them selves.
