How can you handle team conflict when employee engagement goals are not met?

1 Identify the source of conflict

The first step to handle team conflict is to identify the root cause of the problem. Is it a personal issue, a work-related issue, or a combination of both? Is it a misunderstanding, a disagreement, or a clash of interests? Is it a one-time incident or a recurring pattern? By asking these questions, you can gain a better understanding of the situation and the perspectives of the people involved. You can also use tools such as surveys, feedback forms, or performance reviews to gather more data and insights.

3 Involve a third party if needed

The third step to handle team conflict is to involve a third party if needed. Sometimes, the conflict may be too complex, intense, or sensitive to be resolved by the parties themselves, and they may need some external help or guidance. You can involve a third party such as a manager, a mediator, a coach, or a human resources professional to facilitate the communication, provide feedback, suggest solutions, or enforce policies. However, make sure that the third party is neutral, trustworthy, and competent, and that the parties agree to their involvement.

4 Implement and monitor solutions

The fourth step to handle team conflict is to implement and monitor solutions. Once you have identified the source of conflict, communicated openly and respectfully, and involved a third party if needed, you can work together to find and implement solutions that are fair, realistic, and mutually acceptable. You can use techniques such as brainstorming, negotiation, compromise, or consensus to generate and evaluate options. You can also set clear and measurable goals, timelines, and responsibilities for each party. Moreover, you should monitor the progress and outcomes of the solutions, and provide feedback and recognition along the way.

5 Prevent future conflicts

The fifth step to handle team conflict is to prevent future conflicts. While some conflicts are inevitable and even beneficial for learning and innovation, others are unnecessary and harmful for employee engagement and business performance. Therefore, you should take proactive measures to prevent or minimize future conflicts, such as setting clear and consistent expectations, rules, and boundaries; providing regular and constructive feedback; promoting diversity and inclusion; encouraging collaboration and cooperation; and creating a positive and supportive team culture.

6 Learn and grow from conflict

The sixth and final step to handle team conflict is to learn and grow from conflict. Conflict can be a valuable opportunity to learn more about yourself, others, and the situation, and to improve your skills, relationships, and results. Therefore, you should reflect on the conflict and its resolution, and identify what you did well, what you could have done better, and what you can do differently in the future. You should also celebrate the achievements and improvements that you and your team have made, and appreciate the diversity and creativity that conflict can bring.