What do you do if your team members constantly clash and hinder productivity?

In my experience, I would seek and find the right time for a chit-chat with that person. Finding out and listening to his/her explanation as to why and what caused it to happen. Probably there was another issue that he/she kept alone, having a sharing discussion would be worth it, while also finding a solution during the conversation itself, seeking a way or a step or an action plan to rectify the lack of productivity by maintaining good communication. If a problem keeps occurring, official steps might need to be taken. Having a professional discussion would be necessary.

If the situation is big, it’s critical to deconstruct the issue and find the root of the cause of conflict. But it’s necessary to do so from the point of view of both parties. While I am an advocate of open communication between team mates, sometimes it’s better to investigate the issue separately before bringing both parties together if the tension is too high. Emotions may play in and that hinders fact finding.

Listen actively on whether it is a clash of personalities that is playing out. Most often this is the case and is masked as other issues.

As I said previously, there are instances that warrant private versus team discussion. As management, it’s critical to validate your teammate’s concerns. But do not take sides. Do not show a pro or con attitude. Just empathize and advise that you will take the info into consideration.

The best companies validate their employees concerns. If there is hostility or conflict in a team, the team will not perform as it can. If you, as a management team or manager, have exhausted all your conflict resolution skill set, and you have HR available/a mediator etc. , then use them. There is more benefit gained resolving conflict than letting it lay silent only to arise again in the future! Do not put a band aid on a large wound!

A grande maioria dos conflitos vividos pelas equipes dentro das empresas, é ocasionado pela falta de comunicação efetiva e escuta ativa. Saber falar e explicar seu ponto vista e se fazer compreendido sem ofender aqueles que tem uma opinião diferente é uma arte. Ouvir com atenção e sem pré-julgamentos, resolve conflitos muitas vezes antes de prejudicar processos e orgenizações.

Um exemplo que já vi é aprender a ouvir a equipe. Identificar as causas dos conflitos ou causadores e cessar essas situações embaraçosas. Afinal, somos contratados para resolver problemas da empresa o fluxo dos processos e das operações devem ocorrer de forma efetiva. E os conflitos jamais devem atrapalhar a eficiência de uma empresa.

I do not believe that conflicts should be at all rehashed during any type of review. This could potentially lead to opening a bigger pandora box. When you bring it up, the person being reviewed may believe they have an ax over their head if a new conflict going forward does not get resolved. Let it lie between the people that had the conflict.