How to Handle Employees Not Getting Along

At work, as with life in general, there are times when people do not get along, resulting in ongoing conflict. The causes can be differing personalities, opinions, backgrounds, underlying resentments from past situations, or one employee pressing another’s buttons. Employees constantly at odds with each other can negatively affect your business, resulting in gossip, a toxic atmosphere, lost productivity, and even legal problems.

Talk to them about it.

The first step is to talk to the employees about the issue between them. Be patient and listen to both sides. Conduct these meetings with each employee individually. Emotions are often running high, and placing employees in a room together to hash it out most often backfires and creates larger problems.

When meeting with the employees, ensure that your discussion addresses whether there are underlying issues, such as discrimination, harassment, bullying, or workplace violence, involved. If these issues are at play, the steps taken to address the problem go beyond the steps in this article, so consult your company's human resources professional or an outside consultant for assistance. If your company does not have policies for reporting instances of the above, please update the employee handbook immediately to include these policies and reporting procedures.

Ask if they can work it out on their own.

As you listen to each employee and uncover the root of the problem, determine if they are willing to try to work it out. Ask them what would resolve the issue. Personality conflicts cannot always be solved, so ask if the employee is willing to "go along to get along". Remind employees that not everyone always has to agree, but they must work together professionally. If your company has a Code of Conduct or Professionalism policy, now is the time to give each employee a refresher, and if not, now is the time to institute these policies.

Determine if mediation is appropriate.

Meditation may not be appropriate for personality conflicts, but it can be used to settle disputes. If there is an issue between the employees for which mediation may be appropriate, consider whether the time and expense are worth it and can likely solve the problem. Gain agreement from each employee and use a trained mediator.

Offer conflict management and workplace civility training (including anti-discrimination) to all staff members.

The tendency for us to shy away from conflict is entirely normal. Humans are programmed to seek pleasure and to avoid pain. Conflict results in emotional pain when we aren’t trained to handle it (and even when we are). Conflict management training is a must for all workplaces. Providing your employees the tools to manage conflict situations independently, such as emotional intelligence skills and preparing for a conflict conversation, will increase their confidence and free up management’s time to take care of other issues.

Additionally, when employees clearly understand how to maintain a respectful workplace and are open to others’ differences, fewer conflicts will happen at work. Practical training on respect, civility, and anti-discrimination provides employees with the knowledge to ensure appropriate behavior.

Last but definitely not least, determine if corrective action is warranted

Suppose you have engaged in the above actions, and the situation persists. In that case, the next step is to make it clear to the employees that if they cannot conduct themselves professionally in the workplace, they cannot continue working for the company.

If the company handbook contains a code of conduct and/or a professionalism policy, this would likely be the basis for your corrective action. However, even without written policies, you can make your expectations clear by utilizing a disciplinary or corrective action form stating the specific conduct expected and the consequences to the employee if the expectations are not met. Review the expectations with each employee, along with a supervisory witness, and have everyone sign the form for storage in the employee’s personnel file. Oftentimes, when all other efforts have failed, this step will be the wake-up call the employees need.

Even if you don’t have to take this step, document the situation and steps taken to address it. Place that document in each employee’s file. Memories fade quickly, and if a problem arises in the future, you will have notes to help you deal with it appropriately.

Disclaimer: The information provided in this blog is for informational and educational purposes only and should not be construed as legal advice. Laws and regulations vary by jurisdiction and specific circumstances. Employers and individuals should consult with their attorney or qualified legal professional to determine the appropriate course of action for their particular situation.

Roberta Edwards is a Senior HR Consultant with over 20 years of professional experience. Follow Edwards HR Consulting on LinkedIn and Facebook and read more about Roberta here.