[vc_row][vc_column][vc_row_inner el_class=”container”][vc_column_inner][vc_column_text]We\u2019ve talked about how to keep your cool when dealing with client conflicts, but what about when the conflict is within your own team? Sparks are flying, tempers are high, and you know that the work is not going to get done well. So how do you make sure that everyone walks away feeling better about the situation? Try these 4 handy tips!<\/p>\n

Avoid blame<\/strong><\/p>\n

Usually when there\u2019s conflict, each person thinks the other one is to blame. When you\u2019re handling team disagreements, make sure you keep it all above board and don\u2019t take sides. Let each person have their say, and even if you think one may be in the wrong more than the other, make sure you deal with that separately and don\u2019t put all of the blame on one person..<\/p>\n

Make sure you understand the situation<\/strong><\/p>\n

Before you rush in and take control, make sure you really understand what happened. Of course each person in the situation is going to remember events from their own perspective, so it\u2019s important to chat to anyone else in your team who might have seen what happened and can give you an objective view. The last thing you want is to reprimand the wrong person – that only builds resentment and they probably won\u2019t stick around long!<\/p>\n

Don\u2019t abuse your power<\/strong><\/p>\n

You need to remember that even though they might be acting childish, your team members are not kids, and shouldn\u2019t be treated that way. They are adults and deserve your respect and understanding. You can make it clear that their behaviour is unacceptable if things are getting out of hand, but first and foremost, you need to understand where they\u2019re coming from and handle the situation, adult to adult.<\/p>\n

Ask them for a solution<\/strong><\/p>\n

When things are heated and you ask the people involved what solution they\u2019d like to see, it\u2019s probably not going to go well. It\u2019s important you involve them in the resolution process, but make sure that they\u2019ve cooled down a bit first. You know how you would like things to be resolved, but it needs to work for your team as well, otherwise these flare ups will keep happening. Take their needs and ideas into account, and implement what works for you and for them.[\/vc_column_text][\/vc_column_inner][\/vc_row_inner][\/vc_column][\/vc_row][vc_row el_id=”related-post”][vc_column][vc_custom_heading text=”Related articles” font_container=”tag:h2|text_align:center|color:%2313143e” use_theme_fonts=”yes” el_class=”title my-5″][vc_basic_grid post_type=”post” max_items=”4″ element_width=”3″ orderby=”rand” item=”918″ grid_id=”vc_gid:1623711619381-13276ce9-f84f-1″ el_class=”related-posts mx-auto mt-3″][\/vc_column][\/vc_row][vc_row][vc_column][\/vc_column][\/vc_row]<\/p>\n<\/div>","protected":false},"excerpt":{"rendered":"

[vc_row][vc_column][vc_row_inner el_class=”container”][vc_column_inner][vc_column_text]We\u2019ve talked about how to keep your cool when dealing with client conflicts, but what about when the conflict is within your own team? Sparks are flying, tempers are high, and you know that the work is not going to get done well. So how do you make sure that everyone walks away feeling […]<\/p>\n","protected":false},"author":1,"featured_media":4581,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[10],"tags":[],"class_list":["post-4579","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-workplace"],"acf":[],"yoast_head":"\n