Vous êtes confronté à un conflit lors d’une réunion virtuelle. Comment résoudre efficacement les conflits entre collègues ?

Conflicts are unavoidable, so it's crucial to address them rather than ignore them. When a conflict starts to significantly hinder progress, consider the following steps: 1. Recognize the conflict openly. 2. If the issue can be resolved quickly, within 3 to 5 minutes, deal with it immediately. 3. For more complex issues, schedule a separate meeting, start an email discussion, or have a brief discussion with the involved parties after the current meeting. 4. Value everyone's time and work towards reaching an agreement promptly.

When a conflict arises in a virtual meeting, acknowledging it early on is crucial. For example, during a project meeting, two team members clashed over deadlines, impacting the team’s morale. I quickly acknowledged the disagreement by stating, “I see there’s a difference in perspectives on the deadlines. Let’s address this to ensure we all stay on track.” By recognizing the issue, I validated their concerns and set the stage for a constructive discussion.

Remaining neutral is key to facilitating resolution. In one instance, a disagreement between marketing and sales teams over resource allocation arose. Instead of taking sides, I encouraged each team to present their viewpoint objectively. This approach helped prevent the situation from escalating and allowed both teams to feel heard without feeling judged. Neutrality ensures that all parties can express their concerns without fearing bias.

Active listening is especially important in virtual settings where non-verbal cues are absent. During a recent virtual conflict over project roles, I made a point to listen carefully to each person's concerns, reflecting back their points to confirm understanding. For instance, I said, “It sounds like you feel your contributions aren’t being recognized. Is that correct?” This approach helped clarify their concerns and demonstrated that their feelings were valued.

Clarifying each party’s position can resolve misunderstandings. In a remote team meeting, there was confusion about project responsibilities. I summarized each person’s perspective and restated the core issues: “To clarify, you’re concerned about the distribution of tasks, and you feel the roles are not clearly defined.” This helped everyone understand the main issues and allowed us to address the misunderstandings directly.

Encouraging collaborative problem-solving can lead to effective resolutions. When our team faced a conflict about priorities, I facilitated a brainstorming session where each person proposed solutions. By asking, “What ideas do you have for resolving this issue?” we generated several viable solutions, and the team collectively chose the best option. This inclusive approach fostered a sense of ownership and agreement on the resolution.

Creating space for colleagues to follow up and explain their point of view is a great way to clear up misunderstandings. People should feel comfortable to share their thoughts and opinions is a respectful manner. Following up sends the message that even thought the issue may be resolved it is still safe to add opinions and ideas that may have not been addressed previously.

Following up ensures that the resolution is implemented effectively. After resolving a conflict over workflow processes, I set up a follow-up meeting to check on the progress and gather feedback. I also sent a summary of the agreed-upon actions to all involved. This follow-up not only confirmed that the resolution was working but also helped prevent similar issues from arising in the future.