• Recognize that the conflict exists and accept it. Ignoring the conflict can make it worse and lead to a tense work environment. • Create a safe space for employees to express their concerns and feelings without fear of judgment or retaliation. • Set a clear agenda for the discussion and encourage employees to listen to each other. • Bring the involved team members together for a mediated discussion to help them identify a compromise. • Keep track of all conversations and disciplinary meetings, including the facts and the resolution. • Don't bring more people into the conversation unnecessarily, as this can complicate the matter and lead to hearsay. • Focus on the events and behaviour, not on personalities.

One thing I’ve found helpful in handling office conflicts is speaking with each team member separately to understand their perspective. This allows me to gather all the facts before jumping to conclusions. By having a private conversation with each person, I can ensure they feel heard without the pressure of the other person present. It also gives them a chance to share any concerns they might not feel comfortable expressing in front of others. Once I have all the information, I can bring both team members together to facilitate a respectful and constructive discussion. This approach helps keep things impartial and ensures that everyone’s side is considered before a solution is reached.