How can you resolve conflicts between team members with a history of negative interactions?

3 Establish ground rules

The third step to resolve conflicts is to set some clear and fair guidelines for the communication and behavior of the parties. These ground rules can help prevent or reduce further escalation, misunderstanding, or hostility, and create a more respectful and professional work environment. Some examples of ground rules are: use respectful language and tone, avoid personal attacks or insults, listen attentively and respectfully, take turns to speak and respond, stay on topic and relevant, and be open-minded and flexible.

4 Monitor and follow up

The fourth step to resolve conflicts is to check on the progress and outcomes of the conflict resolution process. After reaching an agreement or a solution, you need to monitor how it is implemented and whether it is effective and satisfactory for both parties. You also need to follow up with the parties regularly and provide feedback, support, or recognition as needed. You can also use tools such as surveys, evaluations, or meetings to measure and improve the conflict resolution process and its results.

5 Build trust and rapport

The fifth step to resolve conflicts is to foster a stronger and more positive relationship between the parties. This can help prevent or minimize future conflicts, as well as improve the team performance and cohesion. To build trust and rapport, you need to show appreciation and recognition for each party's contributions and strengths, encourage and facilitate communication and collaboration, provide opportunities for social interaction and bonding, and model and promote emotional intelligence and conflict management skills.

6 Seek external help

The sixth step to resolve conflicts is to seek external help when necessary. Sometimes, conflicts are too complex, intense, or persistent to be resolved by the parties themselves or by the team leader. In such cases, you may need to involve a third party, such as a mediator, a coach, a counselor, or a human resources professional, who can provide a neutral and objective perspective, facilitate the dialogue and negotiation, and help the parties reach a mutually acceptable resolution.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?