Comments on: What would you do: Feuding employees threaten project’s success

By: Pragmatic One

Pragmatic One — Mon, 01 Feb 2010 18:29:22 +0000

First, meet with each individually and ask how they would like the problem solved. Second, meet with both and discuss their solutions on how to make it work. If a consensus, great. If not, I agree with the answer that says make it part of their annual objectives and review process. At this point, perhaps bringing in a mediator to free up the project manager is in order. Why should she have to babysit this situation? If they really are important to the organization, the organization should pay for a professional mediator. Difficult situations arise, and managers are expected to handle it. But on-going distractions that could impede the progress and success of the overall project [the priority to the project mgr] warrants additional resources as needed to deal with personnel issues such as this.

By: Doc

Doc — Tue, 15 Sep 2009 15:23:58 +0000

The bottom line is that they are both crucial to the project–and it is crucial that they act professionally to each other. If I were the supervisor I’d call them into my office and explain that to them. I would tell them that the status quo will not be tolerated. Then I would inform them that I am leaving the room for twenty minutes. They are to continue the conversation without me and when I return be ready to give me recommendations on how to resolve the problem.

By: Nomi

Nomi — Tue, 15 Sep 2009 13:41:22 +0000

Any interpersonal issues must be addressed in an open fashion. I do not allow resentments to build. I have had to do this several times with my employees. I bring them into a private room with me and make a statement regarding the situation. I then let them discuss the issue. Sometimes I have to act as the referee and keep things on track. I think it is always better to have them say their problems out loud rather than allowing the grumbling, the snide comments, the backstabbing, etc. It forces each of them to think about what they are saying and feeling and also allows them to vent. I just have to make sure that I keep in control of the situation and not allow it to escalate. You have to be careful about choosing your timing, don’t do this in the middle of a blow-up when adrenaline has already kicked in or you may find yourself trying to break up a fight and getting hurt yourself. Before I let them leave the room, I make sure they understand what my expectations are and what the consequences will be if their issues interfere with the job.

By: Richard Lance

Richard Lance — Tue, 08 Sep 2009 21:56:24 +0000

I have alsway believed, bring the ito a room togeather, no discussion of who is a fault, just lay down expectations and goals. People normally work at meeting expectations.

By: grace

grace — Tue, 08 Sep 2009 17:22:05 +0000

Bring in an outside mediator to meet with the 2 to figure out what is the real reason behind the fighting. There is a need behind each conflict and a mediator would help them figure it out.

Reason: A mediator would be able to take a fresh look at the conflict and help the disputants identify the problem(s). They can then attack the problem and stop attacking each other.

By: Anca

Anca — Tue, 08 Sep 2009 12:44:31 +0000

This is a difficult situation, but, by recognizing and understanding the varying needs of people at different stages of their life and career could actually improve workplace productivity.