When people spend a lot of time together, conflicts can pop up now and then.
You don’t need difficult personalities for that to happen. For a company aiming to grow and succeed, tough times with tight deadlines are sometimes part of the game.

This can lead to stress, and while some folks handle it better than others, it can still spark conflicts. Sometimes, it’s just a difference in opinions that causes trouble.
The bottom line is, conflict is a natural part of any team. What sets great teams apart from average ones is how they handle it.

As a leader, you can either let these confrontations tear your team apart or use them as opportunities to build even stronger relationships.

The common mistakes

Ignoring
Turning a blind eye to conflicts is what weak leaders do. Not only does it risk escalating tensions between those involved, but it also dampens the spirit and motivation of the entire team.
No one wants to work in an environment filled with constant negativity.
It's demoralizing and counterproductive.

Taking sides
Choosing sides can sometimes be even more harmful than turning a blind eye to what's happening. Imagine there's a disagreement between two team members.
As a leader, it's crucial to stay objective. Favoring someone just because you like them can really damage your team's morale.
However, there's an important exception to this rule: if someone acts inappropriately, it's vital to address it.
In this case, taking the "right" side isn't about being subjective.
It's about doing what's right.

Here is how to handle conflict between team members step by step.

Solve conflict

1. Gather information

2. Address the issue

3. Private meeting

4. Find solution

Gather information:
To make a wise choice, it's super important to be in the loop.
As a leader, you’ve got to stay on top of things and really grasp what’s happening.
Just listening to everyone isn’t enough. You need to dig into the root causes of the issue and consider other factors like personal relationships, private matters, or past experiences among team members.
You can only stay objective and make the best decisions by understanding all the details.

Address the issue:
Being a leader isn't always a walk in the park. There are moments when you have to make tough decisions or tackle tasks you'd rather avoid.
That's just part of the job.

It's easy to bask in the glory when things are going smoothly—anyone can do that. But letting unresolved issues linger can really drain everyone's motivation and dampen the team's spirit.

Private meeting:
Sometimes, it's best to handle things quietly and privately. Not everyone needs to be involved, and keeping it low-key helps avoid unnecessary gossip.
Plus, when you talk to someone one-on-one, they're more likely to open up and be honest.
It's tough for anyone to admit they've been hurt, especially in front of others.
A calm, private setting makes it easier for everyone to be truthful and builds trust. It also makes the whole situation more comfortable for all involved.

Find solution:
It's funny how sometimes, all it takes is an honest conversation where everyone can share their perspectives.
If that doesn't do the trick, it's up to you to find a solution.
Everyone sees things differently, and the best way to help others understand your actions is to explain your point of view. Also, try to help them see why the other person acted the way they did. Your goal is to find a solution that works for everyone. Sometimes, that might not be possible and in those cases you need to choose what's best for the majority of the team.

That's why you're the one in charge.

In conclusion

I've seen teams crumble over minor disagreements and it's really disheartening.
The real issue isn't the conflict itself but the unresolved feelings that linger afterward. These can build up and eventually cause a breakdown in communication and teamwork. As a leader, it's so important to stay neutral and make sure everyone feels heard.

While others might pick sides, you simply can't. Your job is to remain impartial, no matter how tough it gets.
To handle conflicts well, gather as much information as possible from everyone involved. This means really listening to each person's perspective and understanding why they feel the way they do.
Address the issue in a private, calm setting where everyone feels safe to share their thoughts and feelings. Let the team members involved explain their viewpoints without fear of judgment or backlash.
Sometimes, just having that open conversation is enough to resolve things.



Thank you for reading.