KEEPING THE PEACE:  PROACTIVE TIPS FOR HARMONIOUS REMOTE TEAMS

Employee conflict is as natural as your morning coffee—essential and sometimes a bit bitter. But when your team is scattered across the globe, it’s easy to fall into the “let’s just ignore it and hope it goes away” trap. Managers, listen up: you’re not just the conductor of this remote orchestra, you’re also the glue holding the band together. Trust, support, and open communication are your secret weapons for harmony.

Let’s dive into how managers can become detectives in spotting the red flags of remote workplace conflict and master the art of diffusing these situations to cultivate a positive work environment.

WHAT’S STIRRING THE POT? COMMON CAUSES OF EMPLOYEE CONFLICT

What causes conflict on teams? It can be a number of things. Many of them you can control as a manager, so long as you intentionally take the time to check in on each one.

1. Unclear roles and expectations on the team: Does everyone know their part in this grand production? When employees understand what’s expected of them and their colleagues, it’s like handing out a well-rehearsed script. No more stepping on each other’s lines, no repeated scenes, and definitely no solo acts in a corner. Clarity and harmony, curtain up!
2. Lack of trust and solid relationships: Where trust wavers, conflict loves to crash the party. Do your employees really know each other beyond the Zoom squares? Building trust isn’t just a checkbox—it’s a full-on project. Encourage your team to invest time in personal connections, inclusion, and team dynamics. And remember, these bonds don’t just form overnight; they require consistent effort and a sprinkle of patience.
3. Unclear collaboration guidelines and work processes: Think of your team like a jazz band—everyone needs to know when to riff and when to stick to the sheet music. Whether it’s about which communication tools to use, setting working hours, or mapping out project workflows, a clear game plan is your ticket to a smooth performance. Especially in a remote setup, these guidelines are the backstage passes that keep everyone in sync and free from conflict.

SIX SUREFIRE STRATEGIES TO TAME THE CONFLICT BEAST

Don’t procrastinate or play hide-and-seek:

Tackling conflict head-on fosters a proactive mindset, nipping issues in the bud before they blow up into full-blown dramas.

Keep it about actions, not attitudes, to keep things from blowing up.

Stick to the facts and steer clear of pointing out personality quirks. If you must address behavioral patterns, save it for a one-on-one chat.

Keep the Peace:

Think of yourself as the mediator-in-chief. Use communication that focuses on finding solutions rather than assigning blame. Encourage each team member to share their perspective and keep the dialogue flowing smoothly.

Meditation goes a long way. Use effective communication to maintain a solution-oriented mindset. Use language that prevents blame, and allow each employee to speak about their situation.  

Allow each team member their moment in the spotlight to voice their thoughts:

Adequately timing discussions give employees the space to express how they feel and equalizes the playing field. This prevents conflict-avoidance and interruptions.

Sum up what was discussed

Wrap it up and lock in those next moves. Once everyone’s on the same page, get them to fill in the blanks: "I pledge to ____ and will show it by _____, starting from ____."

Circle Back:

As the maestro of your team, it’s on you to ensure those behavioral tweaks hit the right notes. Schedule a follow-up jam session to see how the conflict’s evolving and keep those one-on-one check-ins lively and informative.

It’s your responsibility as a leader to make sure that employees are adjusting their behaviour. Book a follow-up meeting to discuss how the conflict has evolved and remain inquisitive during regularly scheduled 1-on-1s.