In many workplaces, people who work together can have differences in philosophy, disposition, or opinions that cause conflicts. Leaving these unresolved over a long period of time does not contribute to a productive and pleasant work environment.
1Minimize one on one interaction between coworkers who do not get along. Often, when in a group behavior is better simply because people do not want to be embarrassed.Ad
2Have a conflict resolution meeting if there is a disagreement which has potential for being resolved through moderated discussion. Involve the two persons who are having the conflict in a private setting to begin with. Do not make a public scene out of the problem, but if the issue cannot be settled, you may have to gather information from other employees to determine the cause of the problem.
3Find separate projects or work areas for the people who have conflicts with each other. If the work area is spread out or has different workstations or offices, separate the people physically by distance and/or walls.
4Assign separate break times and meal times if these activities are held in a "common area" like a snack, lunch, or break room, and the conflict is serious enough to warrant it.
5Place personnel on separate shifts if antagonistic behavior is uncontrollable, and your business or job operates multiple shifts.
6Determine if the issue is serious enough to warrant termination of one or both of the employees.
- Interview employees who have witnessed unacceptable behavior regarding the conflict.
- Write individual letters of reprimand to each employee, including exact details, and the company policy which applies to the situation.
- Have employees sign a statement of facts relevant to the situation, including their acknowledgement of the possibility of being terminated if the situation cannot be reconciled.
- Check written company policy for the required number of warnings an employee may receive prior to dismissal from their job.
- Be prepared for law enforcement intervention if the situation is very serious, and a fight is a possible eventuality.
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- Do not take sides in a conflict, at least until a clear indication emerges as to where the fault lies.
- Don't become a participant in a conflict.