How To Resolve Conflict Between Two Employees At Work
Workplace conflict is common, but if not handled correctly, it can affect team morale and productivity. As a manager or supervisor, it’s important to intervene with fairness and calm to restore a healthy working environment. Here is how to resolve conflict between two employees at work.
- Recognize the Conflict Early
Do not ignore signs of tension:
- Watch for changes in communication, teamwork, or productivity
- Listen to concerns raised by the employees or other team members
- Address the issue as soon as you notice it
Early action prevents the situation from escalating.
- Speak to Each Employee Separately
Start by hearing both sides:
- Arrange private, one-on-one meetings
- Let each employee explain their side without interruption
- Stay neutral and listen carefully to facts and emotions
This helps you understand the root cause without influence from the other party.
- Bring Them Together for a Mediated Discussion
Once you understand both perspectives:
- Set up a calm, neutral meeting with both employees
- Encourage respectful conversation and listening
- Act as a mediator, guiding the discussion toward resolution
The goal is not to decide who is right, but to help them move forward.
- Focus on the Issue, Not Personalities
Keep the conversation professional:
- Discuss actions and impacts rather than personal traits
- Avoid blame and encourage a problem-solving mindset
- Redirect the conversation if it becomes emotional or accusatory
Focusing on facts helps reduce defensiveness.
- Set Clear Expectations and Agreements
After both employees have shared:
- Agree on a way forward, including expected behavior
- Clarify roles, responsibilities, and communication methods
- Put agreements in writing if necessary
Clear guidelines reduce the chances of future misunderstandings.
- Follow Up Regularly
Monitor the situation:
- Check in with both employees after a few days or weeks
- Ensure the conflict has truly been resolved
- Offer continued support or coaching if needed
Follow-up shows you’re committed to a healthy workplace.
- Know When to Involve HR
If the conflict involves serious issues:
- Bring in Human Resources if there’s harassment, discrimination, or policy violations
- HR can conduct formal investigations or mediation
- Involve them sooner rather than later if the conflict is severe
Some conflicts require a formal process beyond team leadership.
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