From Tension To Teamwork

Client: I have two employees who aren’t getting along, and it’s starting to affect the rest of the team. They’re not openly fighting, but there’s clear tension, and it’s making collaboration difficult. How do I handle this before it gets worse?

Consultant: Addressing this early is a smart move. Unresolved conflicts can spread quickly and impact productivity. The key is to understand the root cause, guide a productive conversation, and set clear expectations for professionalism.

Client: Okay, do I meet with them separately or together?

Consultant: Start with individual conversations. Speaking with each person one-on-one allows you to gather perspectives without putting them on the defensive. Keep the conversation neutral and focused on solutions.

Try this:
“I’ve noticed some tension between you and [other employee]. I want to understand what’s going on and work toward a solution that improves the working relationship.”

This approach creates a safe space for them to share while keeping the focus on resolving the issue.

Client: What if one of them just blames the other?

Consultant: It’s common for people to focus on what the other person is doing wrong. Redirect the conversation toward actions they can take to improve the situation.

You could say:
“I hear that you’re frustrated, and I appreciate your honesty. Let’s focus on what’s within your control—what can you do differently to improve communication and collaboration?”

This helps shift their mindset from blame to accountability.

Client: Once I talk to them separately, then what?

Consultant: If both individuals are open to resolution, schedule a meeting with them together. Set ground rules before the discussion begins:
✔ Keep it professional
✔ Focus on solutions, not blame
✔ Listen to understand, not just to respond

Start with a neutral statement:
“I want us to find a way to work through this so the team can function effectively. Let’s talk about how we can improve communication and collaboration moving forward.”

Framing it this way keeps the conversation productive.

Client: What if they refuse to work together?

Consultant: Unless there’s a serious policy violation or harassment involved, working together is an expectation. They don’t have to be close friends, and professionalism is non-negotiable.

You could say:
“I understand this may not be easy, and I’m not asking for friendship. I do expect professional collaboration. Let’s start with one small action that can help improve teamwork.”

Starting with a small step can make the process feel manageable and less overwhelming.

Client: What if they agree in the meeting, but nothing changes?

Consultant: Follow-through is essential. After the conversation, check in with both employees to reinforce expectations and track progress.

You might say:
“We discussed ways to improve teamwork, and I expect to see changes. I’ll follow up in [timeframe] to ensure progress and provide any needed support.”

If the conflict continues and affects performance, it may require formal intervention.

Client: This is really helpful. So, the key is to listen first, focus on solutions, and follow up?

Consultant: Exactly. Conflict happens in every workplace, and the goal isn’t to eliminate disagreements but to ensure they’re handled professionally. Clear communication and accountability will help your team move forward.

And if you need guidance on structuring these conversations, we are here to help.