When there are two individuals in the same office who refuse to get along, it is usually a problem for the manager and other employees in the office because their bad blood is a source of tension which is not good for business in the office.
What is the best approach a manager that can take to resolve issues like this because, allowing the issue fester can create a dent in the smooth working relationship in the office and consequentially affect the efficiency level of that unit. Also, the longer the issue festers, the harder it becomes to solve.
How Can A Manager Handle Employees Who Don’t Get Along?
Step 1: Identify the Problem. How can you identify that there is a problem? You can identify the problem by being directly involved in the daily activities that take place. You can take clues that there is an existing disagreement if employees don’t see eye to eye or avoid each other, etc.
Step 2: Try to Decode the Source of the Problem. There are a number of underlying factors that may be responsible for an existing discord between your workers. Try to decipher the root cause of their disagreement. The disagreement may be due to unfair wage system that may favour one over the other, or an employee underperforming at their job, or high levels of stress at work, or jealousy, or more trivial matters.
Step 3: Meet with the Employees. After identifying the source of their problems, it is best to meet with the warring parties one on one better if it is done with aid from a HR personnel. Sometimes, you may not have the capacity to help them resolve their issues, you may require help from someone in HR. Before you leave the meeting, ensure you resolve to a compromise.
Step 4: Follow up with the Employees. When you have resolved to a compromise, you have to follow each person up. Try to ensure that they follow the agreement they had agreed to in the meeting. If you don’t, your intervention may be considered useless, and it may further damage the relationship between the two of them.
Here’s an example of how you can discuss with bickering employees
Manager: Hello John Doe, I noticed you and Mary Roberts don’t see eye to eye in the office, why is that?
John Doe: Ever since I got promoted ahead of her, she became cold towards me and I reciprocated her gesture.
Manager: There may be more than meets the eye, I will find out why that is from Mary. I also discovered you both were unable to work on the team for that last project we did.
Manager: I need you two to be on talking terms, so I need you to make attempts to casually engage her in a discussion
Here’s how the manager can start his discussion with Mary Roberts
Manager: Mary, I noticed you and John are unable to work on the same team and that you both are not on talking terms.
Mary Roberts: Ever since his promotion, he became so bossy and controlling. Since I don’t submit to him, I can’t deal with him.
Manager: But you both are the best hands we have got on the new project we have coming up in a couple of weeks and we will need you both to work together as a team.
Mary: Is there no other alternative?
Manager: There is no other alternative, and I would like you two to be on talking terms before the start of the project. Overlook his status and relate with him like John Doe you once knew.
Many times, emotions can override professionalism for employees, and as a great manager, you should intervene and guide your employees into moving past their emotions and solving real problems.
