Navigating Employee Conflict

🌐 Why does Remote Work drive negative workplace behaviors? 🔔 A new review of academic literature suggests there are three reasons why: ➡ Ambiguity: The Silent CulpritIn virtual spaces, clarity often wears a cloak of invisibility. Messages lack tone, context, and nonverbal cues. What seems straightforward to one person may appear cryptic to another. Ambiguity breeds misunderstanding, frustration, and, ultimately, negative reactions. ➡ Anonymity: Behind the screen, we morph into digital avatars. Names float, faces fade. Anonymity emboldens us. We type words we might hesitate to speak face-to-face. Accountability wanes, and the line between civility and aggression blurs. ➡ (Un)accountability: Remote work offers freedom, but it also loosens the reins of responsibility. When no one watches, actions echo louder. The absence of immediate consequences can lead to risky behavior. “Who will know?” becomes the whispered mantra. 🚀 Charting a Better Course How can we navigate these murky waters? Clear Communication: Overcommunicate. Seek clarity. Ask questions. Humanize the Screen: Remember, behind every email is a person. Empathy bridges gaps. Transparent Accountability: Set norms. Hold each other responsible. Virtual ≠ Invisible. 🌟 As we type, let’s choose kindness over snark, understanding over assumption. #RemoteWork #Leadership #DigitalCollaboration Academic source: Keating, D. J., Cullen-Lester, K. L., & Meuser, J. D. (2024). Virtual work conditions impact negative work behaviors via ambiguity, anonymity, and (un)accountability: An integrative review. Journal of Applied Psychology, 109(2), 169–201

I don't class conflict as a "waste" because not all conflict is bad...but unresolved conflict can be VERY wasteful in organizational improvement efforts. As a Lean and Leadership Coach, I have worked with companies to develop systems and skills to reduce harmful conflict, in order to make continuous improvement a reality. People ask me - how do you know there's conflict in the first place? Do we have to assess it in some way? Short answer yes. The problem has to be visible. My own approach is to ask questions that help me understand it through my 1:1 interviews as part of my Discovery phase. Here's what I (and many studies) see as the 5 of the main causes of workplace conflict...and how to resolve them 👇 👉 Communication Conflict: Studies have found that 39% of workplace conflicts arise from communication differences. I coached 'Joan' who told me that she and her direct report ('Jim') only interact when there's a problem. They both want the same results, but they don't spend time together proactively figuring out how to get them. Resolve it through: ✔️ Holding regular 1:1 and team check-ins ✔️ Reviewing communication and information flow as part of process improvement efforts ✔️ Improving meeting management 👉 Values Conflict: Research indicates that 18% of conflicts are due to clashing values. I see it in teams all the time- 'Mark' valued speed and 'Greg' valued precision. It turned into personal conflict as they were both too set on their own values, to try and understand where the other is coming from. Resolve it through: ✔️ Focusing on shared goals and common ground. ✔️ Respecting different viewpoints ✔️ Investing in people and leader development, to develop these skills in everyone. 👉 Resource Conflict: Studies found that 33% of workplace conflicts are due to too much work without enough support or a clash over differing cross- departmental priorities. A simple example- the Sales team rush orders to hit targets but Operations burns out trying to deliver. Resolve it through: ✔️ Being fair and transparent about resources. ✔️ Prioritizing tasks when resources are limited. ✔️ Working together to find creative solutions. 👉 Personality Conflict: One study found that a whopping 49% of workplace conflicts are attributed to clashes between personalities or egos. This comes down to how people behave, how they judge others and their level of EQ. Resolve it through: ✔️ Learning about different work styles. ✔️ Investing in personal development ✔️ Investing in team EQ development and team bonding 👉 Role Conflict: Unclear roles and responsibilities can cause confusion and disputes. Approximately 22% of workplace conflicts is said to stem from unclear roles. Resolve it through: ✔️ Clearly defining roles and responsibilities. ✔️ Reviewing job duties regularly and using them in 1:1's. ✔️ Discussing and fix any role overlaps. How should we be dealing with conflict in our organizations? Leave your thoughts below 🙏

The remote work era demands a new approach to team leadership. With distributed work and hybrid setups becoming the norm, it’s time to re-evaluate traditional frameworks. Inspired by Patrick Lencioni’s "Five Dysfunctions of a Team," I adapted it for remote teams—because the rules have changed. 👀 𝗧𝗵𝗲 𝟱 𝗗𝘆𝘀𝗳𝘂𝗻𝗰𝘁𝗶𝗼𝗻𝘀 𝗼𝗳 𝗥𝗲𝗺𝗼𝘁𝗲 𝗧𝗲𝗮𝗺𝘀: 1️⃣ 𝗗𝗶𝗴𝗶𝘁𝗮𝗹 𝗧𝗿𝘂𝘀𝘁 𝗚𝗮𝗽 Trust is essential in remote setups but harder to build without regular face-to-face time. Consistency, transparency, and empathy are critical to bridge the trust gap. 2️⃣ 𝗩𝗶𝗿𝘁𝘂𝗮𝗹 𝗖𝗼𝗻𝗳𝗹𝗶𝗰𝘁 𝗔𝘃𝗼𝗶𝗱𝗮𝗻𝗰𝗲 In virtual settings, it’s easy to skip tough conversations. Healthy conflict is essential for innovation—encourage open channels for feedback and constructive debate. 3️⃣ 𝗟𝗮𝗰𝗸 𝗼𝗳 𝗖𝗹𝗮𝗿𝗶𝘁𝘆 & 𝗔𝗹𝗶𝗴𝗻𝗺𝗲𝗻𝘁 Misalignments are common without a shared space. Set clear goals, built upon narratives and outcomes — to ensure everyone is moving in the same direction. 4️⃣ 𝗘𝘃𝗮𝘀𝗶𝗼𝗻 𝗼𝗳 𝗔𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆 Remote work can blur accountability lines. Establish clear roles, responsibilities, and track progress consistently to build ownership. 5️⃣ 𝗗𝗶𝘀𝗰𝗼𝗻𝗻𝗲𝗰𝘁𝗶𝗼𝗻 𝗳𝗿𝗼𝗺 𝗖𝗼𝗹𝗹𝗲𝗰𝘁𝗶𝘃𝗲 𝗚𝗼𝗮𝗹𝘀 Digital tools create constant distractions, making it easy to lose sight of team goals. Regularly reinforce your team’s mission, celebrate progress, and debrief setbacks. --- Ready to tackle remote dysfunctions head-on? Here are also 10 practical tips for remote leaders: 1️⃣ Visualize team goals in one shared place 2️⃣ Write weekly async updates instead of a meeting 3️⃣ Set clear ownership of outcomes upfront 4️⃣ Build a “virtual watercooler” for informal chats 5️⃣ Plan quarterly offsites (in-person or digital) 6️⃣ Share small wins weekly to boost morale 7️⃣ Run frequent feedback sessions of different scopes 8️⃣ Set clear deep work timeslots for the team 9️⃣ Create a digital playbook for team processes 🔟 Document, document, document --- What's your view on this? Does it resonate? What other tips would you suggest for remote leaders? #RemoteWork #TeamDynamics #Leadership #HighPerformance --- I'm Hugo Pereira. Co-founder of Ritmoo and fractional growth operator, I've led businesses from $1m to $100m+ while building purpose-driven, resilient teams. Follow me to master growth, leadership, and teamwork. My book, 𝘛𝘦𝘢𝘮𝘸𝘰𝘳𝘬 𝘛𝘳𝘢𝘯𝘴𝘧𝘰𝘳𝘮𝘦𝘥, arrives early 2025.

If there’s one hard truth I’ve learned about workplaces, it’s this: "A toxic culture turns every day into a battle." At first, you might think it’s just the nature of the job—stress, deadlines, and challenges are part of work, right? But over time, it becomes clear: Toxic environments don’t just challenge you; they drain you. Why? Because toxic cultures build: ➔ Conflict over collaboration When people fight to protect themselves instead of working together. ➔ Burnout over balance When the pressure never lets up. ➔ Fear over growth When people are too scared to fail or take risks. A healthy workplace should empower to thrive, not survive. To everyone navigating toxic environments: You’re not alone, and it’s not your fault. To leaders: Your culture defines whether your team fights battles or wins them together. What does a healthy workplace look like to you?

You get to work, open your email ... and your blood starts to boil. Your co-worker sent you an email. It could have been simple. It could have been direct. Instead, it's riddled with subtle jabs and hostility. What do you do? 1️⃣ Ask to meet in person to clear up any miscommunication? 2️⃣ Send a similarly tense reply? If you would choose the latter … you're not alone. We are seeing a MAJOR increase in incivility across U.S. workplaces. The truth is … it's in all of our hands to fix it. So, next time you receive a tense email, here's my challenge to you: ☑️ Take a break and reflect: When emotions are high, it's essential to process your feelings. This will help you respond thoughtfully without escalation. ☑️ Schedule an in-person meeting: Emails can create misunderstandings. Request a meeting to communicate your concerns and understand your co-worker's perspective. ☑️ Focus on understanding: Practice empathy by actively listening to their point of view. Ask questions for clarity. Don't make assumptions. ☑️ Apologize if necessary: If you regret your actions, sincerely apologize. Acknowledge your role and express a desire to move forward. Have you ever clashed with a co-worker? How did you go about finding peace, civility, and common ground? #SHRM #HumanResources #Civility #WorkplaceCulture #HealthyWorkplaceEnvironment

“He thought aggression = leadership. He was wrong.” The country head walked into the room like a storm. Voice loud, footsteps heavy, eyes sharp enough to cut. In meetings, he snapped at juniors. “That’s a stupid idea.” “Don’t waste my time.” “Just do what I say.” Every word landed like a whip crack. At first, people obeyed out of fear. But slowly, the air in the office grew heavy—silence in corridors, fake nods in meetings, ideas swallowed before they were spoken. I still remember one meeting. A young manager, clutching her notepad with sweaty palms, tried to contribute: “Sir, what if we—” Before she could finish, he cut her off: “Not useful. Next.” Her face flushed. She sank back into her chair. And with her, ten other unspoken ideas disappeared from the room. Later, in a one-on-one, he told me proudly: “See, I run a tight ship. They know who’s in charge.” That was his vulnerability—he mistook fear for respect, and aggression for authority. I had to hold up the mirror. 👉 “Fear creates compliance. But it kills creativity. You don’t have a tight ship—you have a sinking one.” We started training him in assertive communication—firm, but respectful. • Replacing “That’s stupid” with “Help me understand your logic.” • Practicing listening without interruption. • Learning to challenge ideas without crushing people. At first, he resisted. “This feels too soft,” he said. But slowly, he began to notice the shift. Weeks later, in another meeting, the same young manager spoke up again. This time, he leaned in and said: “Go on. Tell me more.” The room felt different. Shoulders relaxed. Pens moved again. Ideas started flowing. And at the end of the quarter, when his team hit record numbers, he admitted: “I thought respect came from fear. I was wrong. Respect comes from trust.” 🌟 Lesson: Aggression silences. Assertiveness empowers. Fear creates short-term compliance. Respect creates long-term results. Great leaders don’t intimidate their teams. They inspire them. #ExecutivePresence #LeadershipDevelopment #CommunicationSkills #SoftSkills #Assertiveness #Fortune500 #BusinessGrowth #TeamCulture #Leadership

Every workplace conflict requires a different approach. Agreed.  Every conflict results in a resolution that pushes the wheel forward towards a possible solution. Agreed. But every conflict is also an opportunity for you to showcase leadership skills, establish credibility and set company culture. Agreed? All organizations look towards the top leadership to set company culture, especially in times of conflict. An entrepreneur-led organisation is no different. In fact, I will go on a limb to claim that the conflict resolution process is even more crucial and critical and comes with tougher scrutiny when it is founder-led. When you find yourself in such a situation, which you will often enough when you work with diverse teams across diverse cultures, you have to set the tone. I have created a rule of three that helps me manage the situation effectively. 1️⃣ As the team leader you have to set the tone of how the conflict is handled. When you get involved your entire team is watching and they will take that as a given. So, conduct yourself mindfully and professionally as you navigate the conflict to reach a resolution and set culture. 2️⃣ When direct dialogue fails to resolve the conflict, mediation by a neutral third party is a critical step that you must decide when to take. A mediator's role isn't to dictate outcomes but to guide negotiations, aiding the parties in reaching a mutually satisfactory agreement. A neutral third party helps prevent escalation and sidesteps the necessity for harsh measures like disciplinary actions or termination. 3️⃣ How you conduct yourself post the conflict will be watched equally closely. Make a genuine effort to work with both parties and foster cooperation and addresses their concerns while preserving relationships and productivity. No passive-aggressive vengeance which will only hurt your growth and reputation. #entrepreneurship #conflictresolution #peoplemanagement

Yesterday, we took a look at some of the toxic behaviours at work. When I saw them on display during my leadership, I thought it was because I was young in age, and the staff were just engaging in rebellious activities to irritate and frustrate me. Dealing with toxic employees is one of the most challenging aspects of leadership. However, I learnt that it is crucial to address the issue early on, directly and promptly to protect the health of the team and the workplace environment. Here are some steps that you can take to handle toxic behaviours by employees: 1. Identify and Address the Behavior Early Don’t wait for toxicity to spiral out of control. The moment you notice a pattern of negative behavior, address it. Schedule a private conversation with the employee, outline the specific behaviors that are causing concern, and explain how they are impacting the team and organization. Use clear examples to ensure there’s no ambiguity about the issue. 2. Set Clear Expectations and Boundaries After identifying the toxic behavior, communicate your expectations clearly. Let the employee know what behaviors are unacceptable and what improvements are expected moving forward. Establish firm boundaries and consequences if the toxic behavior continues. Be consistent in holding the employee accountable to these standards. 3. Offer Coaching and Support Toxicity doesn’t always stem from malice; sometimes, it’s a result of stress, burnout, or personal struggles. As a leader, offer support and coaching to help the employee improve. This could involve one-on-one mentoring, professional development resources, or even access to mental health support services. Demonstrate that you are invested in their growth and well-being, but make it clear that change is necessary. 4. Foster a Culture of Open Communication Toxic behaviors can often be rooted in misunderstandings or communication breakdowns. Encourage open communication within your team. Create a safe space where employees can voice concerns, offer feedback, and resolve conflicts constructively. When team members feel heard and supported, they’re more likely to engage positively and collaboratively. 5. Document the Behavior If the toxic behavior persists despite intervention, document the incidents carefully. Keep records of meetings, emails, and any corrective measures you’ve taken. Documentation is essential if the situation escalates and disciplinary action, such as termination, becomes necessary. 6. Know When It’s Time to Part Ways While it’s important to offer support and give employees a chance to improve, sometimes toxic behavior persists despite your best efforts. When it becomes clear that the individual’s presence is a detriment to the team and organization, it may be time to consider termination. Protecting the health of your team and the overall culture must remain a priority. What else would you add? Comment below. #professionalwomen #personaldevelopment #management #leadership

Ever had that one employee who constantly 𝗰𝗼𝗺𝗽𝗹𝗮𝗶𝗻𝘀, 𝗮𝗿𝗴𝘂𝗲𝘀, 𝗮𝗻𝗱 𝗵𝗶𝗷𝗮𝗰𝗸𝘀 𝗺𝗲𝗲𝘁𝗶𝗻𝗴𝘀 – but somehow manages to 𝗳𝗹𝘆 𝗷𝘂𝘀𝘁 𝘂𝗻𝗱𝗲𝗿 𝗛𝗥’𝘀 𝗿𝗮𝗱𝗮𝗿? (You know the type.) One leader recently asked me: "𝘐 𝘩𝘢𝘷𝘦 𝘢𝘯 𝘦𝘮𝘱𝘭𝘰𝘺𝘦𝘦 𝘸𝘩𝘰'𝘴 𝘢𝘭𝘸𝘢𝘺𝘴 𝘣𝘦𝘦𝘯 𝘥𝘪𝘴𝘳𝘶𝘱𝘵𝘪𝘷𝘦, 𝘣𝘶𝘵 𝘯𝘰𝘸 𝘴𝘩𝘦'𝘴 𝘱𝘶𝘭𝘭𝘪𝘯𝘨 𝘵𝘩𝘦 𝘯𝘦𝘸 𝘴𝘵𝘢𝘧𝘧 𝘶𝘯𝘥𝘦𝘳 𝘩𝘦𝘳 𝘸𝘪𝘯𝘨, 𝘢𝘯𝘥 𝘵𝘩𝘦𝘺’𝘳𝘦 𝘴𝘵𝘢𝘳𝘵𝘪𝘯𝘨 𝘵𝘰 𝘢𝘤𝘵 𝘫𝘶𝘴𝘵 𝘭𝘪𝘬𝘦 𝘩𝘦𝘳. 𝘞𝘩𝘢𝘵 𝘥𝘰 𝘐 𝘥𝘰?" Great question – because 𝗻𝗲𝗴𝗮𝘁𝗶𝘃𝗶𝘁𝘆 𝘀𝗽𝗿𝗲𝗮𝗱𝘀 𝗙𝗔𝗦𝗧. And if the loudest voice in your department is the disruptive one, guess what? 𝗧𝗵𝗮𝘁’𝘀 𝘁𝗵𝗲 𝗼𝗻𝗲 𝗶𝗻𝗳𝗹𝘂𝗲𝗻𝗰𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺. So, what can you do? ✳️ 𝗕𝗲 𝘁𝗵𝗲 𝗹𝗼𝘂𝗱𝗲𝗿 𝘃𝗼𝗶𝗰𝗲. Over-communicate the facts, the vision, and the positive culture you want to create. If you let the negativity dominate, it wins. ✳️ 𝗗𝗼𝘂𝗯𝗹𝗲 𝗱𝗼𝘄𝗻 𝗼𝗻 𝘆𝗼𝘂𝗿 𝗻𝗲𝘄 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀. If you usually do 30-minute check-ins, make them an hour. Spend more time mentoring them than the toxic employee does. ✳️ 𝗧𝗮𝗸𝗲 𝗯𝗮𝗰𝗸 𝗰𝗼𝗻𝘁𝗿𝗼𝗹. When they hijack a meeting, say: "Time out. Let’s stay on track. I’ll add this to the parking lot, and we can discuss it later." (Message sent: This behavior isn’t acceptable here.) Remember – 𝘄𝗵𝗼𝗲𝘃𝗲𝗿’𝘀 𝘃𝗼𝗶𝗰𝗲 𝗶𝘀 𝘁𝗵𝗲 𝗹𝗼𝘂𝗱𝗲𝘀𝘁 𝘄𝗶𝗹𝗹 𝘀𝗵𝗮𝗽𝗲 𝘆𝗼𝘂𝗿 𝗰𝘂𝗹𝘁𝘂𝗿𝗲. Make sure yours is the one leading the way. Rooting for your success!