What to Do When Your Employees Don't Get Along

Managers face a dilemma when dealing with two individuals who do not get along in the same workplace. The quarrel between the two staff members impacts their work and the work of others nearby. Employees become stressed simply by entering the office.

Management must intervene early. In extreme cases, the conflict may result from one employee causing a problem, but most of the time, it results from two personalities that do not get along. 

The sooner a solution is found, the happier both employees will be to be able to move on, and the happier their coworkers will be to sense the office tensions lifting.

As a manager, you must not allow the conflict to fester. It will worsen, and the conflict's impact will be more extensive and damaging to the participants, their colleagues, and clients. The longer a dispute or conflict persists, the more difficult it is to resolve.

 

What can managers do when employees do not get along?

The most crucial step is identifying the problem. Managers must be involved and in sync with the office's day-to-day operations, and when there are hints that an issue may exist, they must intervene and resolve the problem. Allowing problems to linger in the hope that they will disappear will only worsen situations.

 

Potential causes of the employee conflicts

The following are some probable underlying causes of conflict when workers are not getting along:

• An employee is not doing their part.

• An employee is spreading rumours about another employee.

• Employees are aware of unfair pay arrangements. 

• Jealousy

• Conflicting personalities

• High levels of stress in the workplace

• Manager's preference for one over the other

• perception of unequal job titles

 

If your employees do not get along, you may need help from HR

Identifying the issue can sometimes require the assistance of others. As a manager, you should enlist the aid of someone from human resources to deal with this scenario. 

HR can often see things from an outside perspective and see what you can not as you are too close to the issue.

Once you have identified the issue, meet with the source or sources of the problem. The case is seldom black and white, and there is usually more than one individual involved. 

It is a smart idea to meet with staff one-on-one at first, and a representative from HR should be present to help soothe any tension.

 

How to deal with employees who do not get along

Consider the case of Azman and Jeremy, two employees who do not get along. Here's how your meeting with Azman could go:

 

Manager: Azman,  I have seen that there appears to be tension between you and Jeremy. Can you tell me what is going on?

Azman: Jeremy is always criticising me and interfering with my clients.

Manager: I will speak with Jeremy about it. I have also noticed that you put off tasks until the last minute, which could explain why Jeremy jumps in so frequently. I will stop Jeremy from causing you difficulties, and you can adjust your timelines, so you do not miss any deadlines. Would you like help in developing a new timeline?

 

Here's how you can start the conversation with Jeremy:

Manager: I have seen some tension between you and Azman, Jeremy. Could you please explain what is going on?

Jeremy: Azman is a complete slacker. I always have to do his tasks.

Manager: Why is that?

Jeremy: If I don't do the task, the task won't get done.

Manager: It is my responsibility, not yours, to ensure that Azman's work is completed. I have now released you from the obligation to be concerned about Azman's task. If I believe Azman requires your assistance, I will call you. Otherwise, concentrate on your own clients while Azman focuses on his. If you notice a train wreck coming, come to me first before going to Azman, and I will handle it.

 

Follow-up with employees who are not getting along

You must follow through after identifying an issue, discussing it with staff, and devising a resolution. This is often the most challenging aspect of dealing with conflict between employees.

You will not fix the situation unless you follow up with Azman to ensure he is adhering to the revised timelines and correct Jeremy each time he tries to jump in. They will still despise one other and then despise you because they will regard your intervention as pointless. If you want to solve a problem, you must put in the effort to see it through.

Managers frequently struggle to find answers to the problem of squabbling employees, but you can be successful if you identify the root behaviour issue, address it, and then follow up to solve it.

 

Employees generally allow their emotions to take priority over their professionalism. Your involvement as a coach and mentor can help them move past the emotional parts and tackle the actual, existing problem. Eventually, your staff will get along, and you will be able to establish the harmonious work environment that you desire.

 

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