Dos empleados están enfrentados en la fábrica. ¿Cómo se puede restaurar la productividad y la armonía?

I agree. By Arranging individual meetings with each employee to understand their perspective. It's essential to listen actively and acknowledge their feelings and concerns.

most of the companies have grievances addresal system where is such issues may be idenfied. Both of the employees , fact that they have shop floor employees would mean trusted over years and differences may be looked at it from the point of improvising the systems assuming there scurmise is not personal. If it is personal, both of them would get a similar notice not to display there personal life issues at workplace. if indeed it is an issue related to workplace, as mentioned earlier , Grievance cell would want to go to bottom of it for how one or the other is done some sort of injustice. where issue relate to amenities, late arrival while handover etc. important point is that this require proper addressal as everyone is watching

An example I've seen is as hard as it may seem is to try to leave emotions out of it. To get to the root issue to resolve it as fairly as possible.

Focus on the problem, not the people. These issues come up, when we do not allow people to express themselves openly. Make sure customers are not suffering because of these discussions.

The first meeting has to be with both the employees together in a closed room. Ecourage the open feedback or grievances, while maintaining the right tone and db level. Take notes, make sure those are recorded as part of the HR processes in the organisation.

Let both parties know and feel that their concerns are being heard. Discuss the main issue and try to make a decision that both can agree is fair even if one party doesn't entirely agree with.

Sometimes agreement isn't possible and you have to make the decision yourself as how it's going to be. You may need to be prepared for hurt feelings and this is were emotional intelligence and empathy is critical. But even so, there will be cases where even the most accommodating manager will have to tell one or both parties that "this is the way it will be" and make them aware that part of their job is getting along with other team members.

That is a great example of a caring company! Not just make a decision and let the chips fall where they may. Ask how are things going? What improvements if any can be made? If someone feels validated or see that genuine concern is there goes a long way towards morale!

The supporting team should first intervene promptly to address the conflict. Initiate a private meeting with both employees to understand their perspectives, ensuring that each party feels heard and respected. Facilitate a structured conversation where both employees can express their concerns and grievances without interruption. Emphasize the importance of teamwork and the shared goal of maintaining a productive and harmonious work environment. Implement conflict resolution techniques such as mediation to help the employees find common ground and mutually agreeable solutions. Offer additional support through conflict resolution training or workshops to equip employees with the skills needed to manage future disagreements constructively.

En mi experiencia, cuando me ha tocado mediar en este tipo de situaciones he hecho foco fundamentalmente en que ambas partes tengan la oportunidad de brindar su perspectiva y que es lo que le ha molestado a cada uno de la otra persona. A partir de ahi se intenta acercar posiciones, explicando la situación desde otra perspectiva. En caso de que esto no sea posible, se puede involucrar a un equipo multidisciplinario con habilidades profesionales de resolución de conflictos para resolver el problema.

The manager's mission is make the company successful by ensuing their team executes on their priorities. Part of that is making sure they are all working to a common set goal of goals and if there are personality conflicts interfering with that the manager may have to make some hard decisions like work reassignment or step discipline.