Sometimes people just don’t get along. Perhaps they are too different. Maybe they’re too much alike. Either way, their inability to get along is causing a problem because it either impacts their own workplace relationship and/or it spills over and has a negative impact on others.
Time is wasted as they argue and banter back and forth. Or one or both of them spends valuable time scheming and setting up what seems like gangs, by getting people on their side and against their “opponent.” All round it’s just a big waste of time that could be more productive if the same energies were put towards workplace initiatives.
As a supervisor you need to deal with the disruption they cause on particular behaviour, but if you realize it’s going deeper than that you shouldn’t be wasting your time dealing with each duel. You’ll need to address the entire working relationship.
TRY THIS:
Talk to them separately and address your concerns about their personality clash. Let them know you’ll be having a meeting with both of them with the goal of resolving this issue. This will give them time to think about what they can do to improve the workplace, especially if you let each one know that carrying on in the same way, or blaming one another will not be an option discussed in the meeting.
HOW ABOUT:
“Now that you’ve both had a chance to think about what we discussed individually, I’d like to address the way we’ll work towards resolving the ongoing issues that are at the heart of the problem. Where do you suggest we start?”
“I won’t entertain hearing how you think the other person is at fault. Sometimes people just don’t get along and that appears to be the case with you two. However, your behaviour is not only disruptive to you and others at work, but it’s a waste of my time refereeing your matches. You don’t have to be friends, but you do have to work together in a way that is respectful and helpful to one another and our department.”
“Since we already spoke individually about what needs to be corrected, can each of you please tell me what you’ve decided to do to positively contribute to the workplace? Perhaps there are subjects you need to stay away from. Perhaps you know of the strengths and weaknesses that each of you possess, so that you can work on your strengths and be a support for one another. I’m sure you’ve given this some serious thought, so I’m looking forward to hearing your ideas.”
Stephen Hammond, B.A., J.D., CSP
If you have any questions, please contact Stephen
