Calming Conflict: Managing Resentment within Your Team

Navigating team conflicts is crucial for maintaining a positive and productive work environment. Discover practical strategies for managers to identify and resolve conflicts, ensuring healthy and collaborative team dynamics

CREDIT: This is an edited version of an article that originally appeared on Mindtools

A diverse team brings a wealth of perspectives and knowledge, enhancing problem-solving and overall performance. However, differences can sometimes lead to conflict. In this article, we’ll explore effective ways to identify and resolve conflicts within your team, helping maintain healthy and productive working relationships. By applying these straightforward strategies, managers can often prevent conflicts from escalating.

Observe

Conflict can sometimes be subtle, but you can spot it by paying close attention to how your team interacts. Tensions may be evident in body language, facial expressions or tone of voice. The better you know your team, the more easily you’ll notice these cues and identify underlying issues.

Know when to step in

If you notice signs of conflict in the workplace, make sure no one dominates the conversation or overshadows more reserved colleagues. If someone frequently talks over others, direct your questions specifically to the person being interrupted. If interruptions persist, politely ask the interrupter to wait until their colleague has finished speaking before sharing their thoughts.

Be a moderator

After gaining a clear understanding of the conflict and everyone’s perspectives, it’s important to bring the relevant parties together and serve as a moderator. Start by setting ground rules to ensure a respectful conversation. Encourage team members to listen actively, respect different viewpoints  and avoid interruptions or personal comments.

Foster an environment where individuals feel comfortable sharing ideas and reflecting on past instances of successful collaboration. Build on these positive experiences to find common ground. Finally, follow up to ensure the conflict has been resolved effectively and any lingering issues are addressed.

​Be Fair and Impartial

Even if you find yourself agreeing with certain individuals in a team conflict, it’s crucial to remain objective. Your responsibility is to focus on resolving the underlying issue and finding a solution that benefits everyone involved. Treat each person fairly, ensuring that everyone has the time and opportunity to share their perspective and respond to any criticisms. It’s essential that all parties feel heard and have a chance to present their case.

Avoid Assumptions

When facilitating a conflict discussion, avoid presenting assumptions or hearsay as facts. Instead, use phrases like, “As far as I know,” or “As I understand it.” This approach acknowledges that your perspective might be incomplete or incorrect and opens the door for the parties involved to restate their positions and clarify any misunderstandings.

By approaching team conflicts with awareness, fairness and a commitment to open communication, managers can foster a more harmonious and productive work environment. Resolving conflicts effectively not only strengthens team dynamics but also enhances overall performance. Remember, the key is to address issues early, facilitate respectful discussions and ensure that everyone feels heard and valued.