CINXE.COM
4 Triggers Cause the Majority of Team Conflicts
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As a new leader, how can you mitigate conflict before it gets out of hand, or deal with it when it does? Establish clear channels of communication. Remote teams that rely mostly on emails and chats are more susceptible to conflict, as clear communication often relies on non-verbal cues, most of which can’t be translated succinctly into words. And remember to use the right channels of communication, such as delivering nuanced messages in-person or on a video call as opposed to email or Slack. Be transparent about performance expectations. Don’t leave standards, such as what “good” versus “just okay” looks like, entirely open to interpretation. Take some time to identify your most important performance standards and clearly communicate them to your team. Manage time expectations. Conflict can happen when you are misaligned on timing or deadlines. Encourage your team members to track their hours and how they spend their day at work. Have them share it among each other, too, if they’re agreeable. Build time into your weekly schedule to review your team’s trackers and identify opportunities for improvement. Clarify task and role expectations. When everyone assumes that someone else is responsible for completing a task, balls are inevitably dropped, leading to finger-pointing, blame, and missed deadlines. With your teams input, create a short guide that lays out the expectations you have of your team members, their roles, and assigned tasks." data-testid="meta"/><meta name="item-name" content="4 Triggers Cause the Majority of Team Conflicts" data-testid="meta"/><meta name="page-category-name" content="Managing conflicts" data-testid="meta"/><meta name="shopper-attributes" content="state:guest" data-testid="meta"/><meta name="twitter:image" content="/resources/images/article_assets/2022/05/A_Jun22_01_103332502.jpg" data-testid="meta"/><meta name="article:section" content="Managing conflicts" data-testid="meta"/><meta name="item-id" content="tag:blogs.harvardbusiness.org,2007-03-31:999.328672" data-testid="meta"/><meta property="article:publisher" content="https://www.facebook.com/HBR" data-testid="meta"/><meta property="og:site_name" content="Harvard Business Review" data-testid="meta"/><meta property="og:type" content="article" data-testid="meta"/><meta property="og:description" content="When not managed well, conflict can wreak havoc on your team and even harm your managerial reputation. As a new leader, how can you mitigate conflict before it gets out of hand, or deal with it when it does? Establish clear channels of communication. Remote teams that rely mostly on emails and chats are more susceptible to conflict, as clear communication often relies on non-verbal cues, most of which can’t be translated succinctly into words. And remember to use the right channels of communication, such as delivering nuanced messages in-person or on a video call as opposed to email or Slack. Be transparent about performance expectations. Don’t leave standards, such as what “good” versus “just okay” looks like, entirely open to interpretation. Take some time to identify your most important performance standards and clearly communicate them to your team. Manage time expectations. Conflict can happen when you are misaligned on timing or deadlines. Encourage your team members to track their hours and how they spend their day at work. Have them share it among each other, too, if they’re agreeable. Build time into your weekly schedule to review your team’s trackers and identify opportunities for improvement. Clarify task and role expectations. When everyone assumes that someone else is responsible for completing a task, balls are inevitably dropped, leading to finger-pointing, blame, and missed deadlines. With your teams input, create a short guide that lays out the expectations you have of your team members, their roles, and assigned tasks." data-testid="meta"/><meta property="og:image" content="/resources/images/article_assets/2022/05/A_Jun22_01_103332502.jpg" data-testid="meta"/><meta property="og:title" content="4 Triggers Cause the Majority of Team Conflicts" data-testid="meta"/><meta property="article:published_time" content="2022-05-31T20:00:20.000+00:00" data-testid="meta"/><meta property="page-id" content="300" data-testid="meta"/><meta property="article:modified_time" content="2022-05-31T20:00:20Z" data-testid="meta"/><meta property="page-category-id" content="391687" data-testid="meta"/><meta property="intromercial" content="true" data-testid="meta"/><meta property="primary-editor" content="120" data-testid="meta"/><script>window.digitalData = {"pageInstanceID":"4 Triggers Cause the Majority of Team Conflicts:production","siteID":"hbrprod","page":{"pageInfo":{"language":"en","contentType":"Digital Article","pageName":"4 Triggers Cause the Majority of Team Conflicts","pageType":"Article","pageCategoryID":"391687","pageCategoryName":"Managing conflicts","pageDescription":"When not managed well, conflict can wreak havoc on your team and even harm your managerial reputation. As a new leader, how can you mitigate conflict before it gets out of hand, or deal with it when it does? Establish clear channels of communication. Remote teams that rely mostly on emails and chats are more susceptible to conflict, as clear communication often relies on non-verbal cues, most of which can’t be translated succinctly into words. And remember to use the right channels of communication, such as delivering nuanced messages in-person or on a video call as opposed to email or Slack. Be transparent about performance expectations. Don’t leave standards, such as what “good” versus “just okay” looks like, entirely open to interpretation. Take some time to identify your most important performance standards and clearly communicate them to your team. Manage time expectations. Conflict can happen when you are misaligned on timing or deadlines. Encourage your team members to track their hours and how they spend their day at work. Have them share it among each other, too, if they’re agreeable. Build time into your weekly schedule to review your team’s trackers and identify opportunities for improvement. Clarify task and role expectations. When everyone assumes that someone else is responsible for completing a task, balls are inevitably dropped, leading to finger-pointing, blame, and missed deadlines. With your teams input, create a short guide that lays out the expectations you have of your team members, their roles, and assigned tasks.","date":"11-23-2024","time":"02:59 PM","deviceType":"Desktop","pageURL":"https://hbr.org/2022/05/conflict-is-not-always-bad-but-you-should-know-how-to-manage-it","referringURL":"","sysEnv":"Desktop"},"attributes":{"articleEditorialDistinction":"Research","articleContentType":"Digital Article","articleType":"Digital Article","articleAuthor":[{"authorName":"Benjamin Laker"},{"authorName":"Vijay Pereira"}],"articleID":"tag:blogs.harvardbusiness.org,2007-03-31:999.328672","articleTitle":"4 Triggers Cause the Majority of Team Conflicts","articlePrimaryTopic":"Managing conflicts","articlePublishDate":"2022-05-31","articlePostingDate":"May - 2022","primaryAuthor":"Benjamin Laker","articleSubTopics":[{"subTopicName":"Managing conflicts"}],"articlePrimaryEditor":"120","articleTags":"Digital Article","configSubscriberOnly":false,"configNoIntromercial":true,"configExemptFromPaywall":false,"editorTags":[{"tagValue":"Ascend"},{"tagValue":"Tip"}],"articleFindingMethod":"External","giftedArticle":false,"noaPlayerDisplayed":"False"}},"version":"2.2","users":[{"profile":{"accountID":"a048f82d215be1fccfd33740979f3a3c","dateLastVisit":"2024-11-23","quota":{"limit":2,"remaining":1},"userState":"Guest","secondsSinceLastVisit":0,"daysSinceLastVisit":"Less than one day","guid":"a048f82d215be1fccfd33740979f3a3c"}}]}</script><meta name="next-head-count" content="22"/><script async="" src="//securepubads.g.doubleclick.net/tag/js/gpt.js"></script><script async="" src="//buy.tinypass.com/api/tinypass.min.js"></script><script async="" defer="" crossorigin="anonymous" src="https://connect.facebook.net/en_US/sdk.js#version=v19.2&appId=1761258887507575&xfbml=false&status=true"></script><link rel="apple-touch-icon" type="image/png" href="/resources/images/apple-touch-icon.png" sizes="152x152"/><link rel="icon" type="image/png" href="/resources/images/android-chrome-192x192.png" sizes="192x192"/><link rel="icon" type="image/png" href="/resources/images/android-chrome-512x512.png" sizes="512x512"/><script id="structured-data" data-testid="script" type="application/ld+json" data-nscript="beforeInteractive">{"@context":"https://schema.org","@type":"Article","headline":"4 Triggers Cause the Majority of Team Conflicts","description":"Here’s how to mitigate the negative ones.","abstract":"When not managed well, conflict can wreak havoc on your team and even harm your managerial reputation. As a new leader, how can you mitigate conflict before it gets out of hand, or deal with it when it does? Establish clear channels of communication. Remote teams that rely mostly on emails and chats are more susceptible to conflict, as clear communication often relies on non-verbal cues, most of which can’t be translated succinctly into words. And remember to use the right channels of communication, such as delivering nuanced messages in-person or on a video call as opposed to email or Slack. Be transparent about performance expectations. Don’t leave standards, such as what “good” versus “just okay” looks like, entirely open to interpretation. Take some time to identify your most important performance standards and clearly communicate them to your team. Manage time expectations. Conflict can happen when you are misaligned on timing or deadlines. Encourage your team members to track their hours and how they spend their day at work. Have them share it among each other, too, if they’re agreeable. Build time into your weekly schedule to review your team’s trackers and identify opportunities for improvement. Clarify task and role expectations. When everyone assumes that someone else is responsible for completing a task, balls are inevitably dropped, leading to finger-pointing, blame, and missed deadlines. With your teams input, create a short guide that lays out the expectations you have of your team members, their roles, and assigned tasks.","image":"https://hbr.org/resources/images/article_assets/2022/05/A_Jun22_01_103332502.jpg","datePublished":"2022-05-31T20:00:20.000+00:00","dateModified":"2022-05-31T20:00:20Z","url":"https://hbr.org/2022/05/conflict-is-not-always-bad-but-you-should-know-how-to-manage-it","isAccessibleForFree":false,"publisher":{"name":"Harvard Business Review","url":"https://hbr.org/"},"author":[{"@type":"Person","name":"Benjamin Laker"},{"@type":"Person","name":"Vijay Pereira"}]}</script><link rel="preload" href="/assets-mfe-articles/_next/static/css/12d115687f238e78.css" as="style"/><link rel="stylesheet" href="/assets-mfe-articles/_next/static/css/12d115687f238e78.css" data-n-g=""/><link rel="preload" href="/assets-mfe-articles/_next/static/css/d4f9e198e4b83fcf.css" as="style"/><link rel="stylesheet" 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DekBylineContainer_standard__Lox1c"><span class="Byline_byline__Fsu0D"> <!-- -->by<!-- --> <a href="/search?term=Benjamin Laker" class="Byline_author__SdVEf">Benjamin Laker</a> <!-- -->and<!-- --> <a href="/search?term=Vijay Pereira" class="Byline_author__SdVEf">Vijay Pereira</a></span></p></div><div class="PublicationDate_standard__rpflO PublicationDate_non-magazine-date-container__Ln4Wl"><span class="PublicationDate_non-magazine-date___Oz7L">May 31, 2022</span></div></div><div class="Standard_hero-image__pLYMe"><div class="Hero_standard__7wZzF"><img class="Hero_img__EpkVw" src="/resources/images/article_assets/2022/05/A_Jun22_01_103332502.jpg" sizes="(min-width: 64em) 84vw, 100vw" srcSet="/resources/images/article_assets/2022/05/A_Jun22_01_103332502.jpg 1200w, /resources/images/article_assets/2022/05/A_Jun22_01_103332502-300x169.jpg 300w, /resources/images/article_assets/2022/05/A_Jun22_01_103332502-1024x576.jpg 1024w, /resources/images/article_assets/2022/05/A_Jun22_01_103332502-768x432.jpg 768w, /resources/images/article_assets/2022/05/A_Jun22_01_103332502-500x281.jpg 500w, /resources/images/article_assets/2022/05/A_Jun22_01_103332502-383x215.jpg 383w, /resources/images/article_assets/2022/05/A_Jun22_01_103332502-700x394.jpg 700w, /resources/images/article_assets/2022/05/A_Jun22_01_103332502-850x478.jpg 850w" alt="" role="presentation"/><div class="Hero_container-caption-credits__w3p3u Hero_standard__7wZzF"><span class="Hero_credits__Ll8_0">HBR Staff/Getty Images/Adam Gault</span></div></div></div><div class="Standard_top-utils__v8vF1"><ul class="PageUtils_container-top__pyYDD PageUtils_standard__FTgtj"><li class="PageUtils_list-item__HK3pt"><a class="PageUtils_item-button__UHILB" href="https://twitter.com/intent/tweet?&original_referer=&ref_src=twsrc%5Etfw&related=twitterapi%2Ctwitter&tw_p=tweetbutton&url=" target="_blank" rel="noopener noreferrer" data-analytics="share-on-x"><img src="/assets-mfe-articles/_next/static/media/Twitter.7ac71c2c.svg" aria-hidden="true" alt="" width="24" height="24"/><span class="PageUtils_utility-name__y5qBD PageUtils_standard__FTgtj">Post</span></a></li><li class="PageUtils_list-item__HK3pt"><button class="PageUtils_item-button__UHILB" type="button" data-analytics="share-on-facebook"><img src="/assets-mfe-articles/_next/static/media/Facebook.f94faecd.svg" aria-hidden="true" alt="" width="24" height="24"/><span class="PageUtils_utility-name__y5qBD PageUtils_standard__FTgtj">Post</span></button></li><li class="PageUtils_list-item__HK3pt"><button class="PageUtils_item-button__UHILB" type="button" data-analytics="share-on-linkedin"><img src="/assets-mfe-articles/_next/static/media/LinkedIn.c9a4114a.svg" aria-hidden="true" alt="" width="24" height="24"/><span class="PageUtils_utility-name__y5qBD PageUtils_standard__FTgtj">Share</span></button></li><li class="PageUtils_list-item__HK3pt"><button class="PageUtils_item-button__UHILB" 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your managerial reputation. As a new leader, how can you mitigate conflict before it gets out of hand, or deal with it when it does?</span> <ul> <li>Establish clear channels of communication. Remote teams that rely mostly on emails and chats are more susceptible to conflict, as clear communication often relies on non-verbal cues, most of which can’t be translated succinctly into words. And remember to use the right channels of communication, such as delivering nuanced messages in-person or on a video call as opposed to email or Slack.</li> <li>Be transparent about performance expectations. Don’t leave standards, such as what “good” versus “just okay” looks like, entirely open to interpretation. Take some time to identify your most important performance standards and clearly communicate them to your team.</li> <li>Manage time expectations. Conflict can happen when you are misaligned on timing or deadlines. Encourage your team members to track their hours and how they spend their day at work. Have them share it among each other, too, if they’re agreeable. Build time into your weekly schedule to review your team’s trackers and identify opportunities for improvement.</li> <li>Clarify task and role expectations. When everyone assumes that someone else is responsible for completing a task, balls are inevitably dropped, leading to finger-pointing, blame, and missed deadlines. With your teams input, create a short guide that lays out the expectations you have of your team members, their roles, and assigned tasks.</li> </ul></span></section><div class="TranslateMessage_translate-message__iUF3m"><a class="Anchor-module_anchor__uhpem TranslateMessage_link__KubhN TranslateMessage_translate__mUd5F" href="/2022/05/conflict-is-not-always-bad-but-you-should-know-how-to-manage-it?language=es" data-analytics="lang-es">Leer en español</a><a class="Anchor-module_anchor__uhpem TranslateMessage_link__KubhN TranslateMessage_translate__mUd5F" href="/2022/05/conflict-is-not-always-bad-but-you-should-know-how-to-manage-it?language=pt" data-analytics="lang-pt">Ler em português</a></div></div><div class="Standard_left-rail__qnsPO"><ul class="PageUtils_container-left__whOYQ PageUtils_standard__FTgtj"><li class="PageUtils_list-item__HK3pt PageUtils_vertical__SqN7k"><a class="PageUtils_item-button__UHILB" href="https://twitter.com/intent/tweet?&original_referer=&ref_src=twsrc%5Etfw&related=twitterapi%2Ctwitter&tw_p=tweetbutton&url=" target="_blank" rel="noopener noreferrer" data-analytics="share-on-x"><img src="/assets-mfe-articles/_next/static/media/Twitter.7ac71c2c.svg" aria-hidden="true" alt="" width="24" height="24"/><span class="PageUtils_utility-name__y5qBD PageUtils_standard__FTgtj">Post</span></a></li><li class="PageUtils_list-item__HK3pt PageUtils_vertical__SqN7k"><button class="PageUtils_item-button__UHILB" type="button" data-analytics="share-on-facebook"><img src="/assets-mfe-articles/_next/static/media/Facebook.f94faecd.svg" aria-hidden="true" alt="" width="24" height="24"/><span class="PageUtils_utility-name__y5qBD PageUtils_standard__FTgtj">Post</span></button></li><li class="PageUtils_list-item__HK3pt PageUtils_vertical__SqN7k"><button class="PageUtils_item-button__UHILB" type="button" data-analytics="share-on-linkedin"><img src="/assets-mfe-articles/_next/static/media/LinkedIn.c9a4114a.svg" aria-hidden="true" alt="" width="24" height="24"/><span class="PageUtils_utility-name__y5qBD PageUtils_standard__FTgtj">Share</span></button></li><li class="PageUtils_list-item__HK3pt PageUtils_vertical__SqN7k"><button class="PageUtils_item-button__UHILB" type="button" data-analytics="open-save-flyout"><img src="/assets-mfe-articles/_next/static/media/Save.635e3a71.svg" aria-hidden="true" alt="" width="24" height="24"/><span class="PageUtils_utility-name__y5qBD PageUtils_standard__FTgtj">Save</span></button></li><li class="PageUtils_list-item__HK3pt PageUtils_vertical__SqN7k PageUtils_standard__FTgtj"><button class="PageUtils_item-button__UHILB" type="button" data-analytics="print-article"><img src="/assets-mfe-articles/_next/static/media/Print.61d005bb.svg" aria-hidden="true" alt="" width="24" height="24"/><span class="PageUtils_utility-name__y5qBD PageUtils_standard__FTgtj">Print</span></button></li></ul></div><div class="Standard_content__mghDk"><p class="Paragraph_text__yGFNO" data-first-paragraph="true">What’s the one thing you fret about most as a new manager? If you said, “dealing with conflict on my team,” we’re not surprised.</p></div><div class="Standard_right-rail__tTaUI"><div class="Standard_right-rail-content__Y1Qwu"><div data-testid="ad-container"><div data-testid="ad" id="right-ad" class=""></div></div><div class="right-rail-piano-container advertising PianoAd_ad__m1O2b" data-testid="piano-ad-container"></div><div class="ecommerce-module"><div data-analytics="placement-right_rail3" data-testid="container"></div><div class="RelatedTopics_container__2Nkb4 RelatedTopics_standard__UaUNv"><span class="RelatedTopics_related-topics__zEjID RelatedTopics_standard__UaUNv">Read more on<!-- --> <a href="/topic/subject/managing-conflicts?ab=articlepage-topic" class="RelatedTopics_topic-link__u_bsi"><strong>Managing conflicts</strong></a></span></div></div></div></div><div class="Standard_author__Ke782"><div data-analytics="end-of-article" data-testid="container"></div><aside class="AuthorBioList_container__qBo_1 AuthorBioList_standard__9lH5w"><div class="AuthorBio_author-info-item__0G_0z AuthorBio_standard___hh_q"><div class="AuthorBio_image-container___c3yQ"><img src="/resources/images/article_assets/2016/08/110-benjamin-laker.jpg" alt="" class="AuthorBio_author-picture__2ElG9" role="presentation"/></div><div class="AuthorBio_author-bio-container__u5vHF"><a class="AuthorBio_author-name__VPl47" href="/search?term=Benjamin%20Laker&amp;search_type=search-all">Benjamin Laker<!-- --> </a><span class="AuthorBio_biography__CPmNZ"> is a professor of leadership at Henley Business School, University of Reading. 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GWMZmIIUy3r1PDdnJlHY8bAQ/RPjBy/owaY7JuD7QPAL9X0jsWu1lu2J+OTdEDrOrHYrf/sDfN8cXmJnEjmmsCAJOrt2o6Sn9QXu+3ZS2HPtJ6KX0s3yeflAtw9Sw+iA6LGYJqIqfX3XtPZlkgy1EUj5o4L/KvYhSCUWmcEpeuUob1Q8YXkO1wbAgBD8TaqSrW7E8++R/BdeorATJWAwVARvEW16DISphp8pQiaxIYxUWIuH9c2ixv+f6T6cV8cpcACWcaceW7FruAHFc2TptsTCOLCoV1COhWYfwLjTdH+I166J96erj1vMLq2Er/mRl0amIOfzm2rm1bkX8UFxGaqVyYn8wr11XzNrcgwnmuFoGzlorZt5PetEEnLHBhnY2hvhK3tK0ecmn5fWPCl9sGFg6kM1xC0H6jj9jmTVJfTlIFp1uz/niixi5PtY+mxdiiVJ9P4UE2aa698nwrbg2Rinqa128jyewBN3USdso1w2xczEm67aovqZNxUfQ/pWhTg65d6d4616Ea6cR97Endf0+hQ7Pav31ecrB/4pLNmIrQ/Unyi9zDXUvE+4EJMpP1rA5hWPsLB5aSMyOFdq64ZDj3vKX1kvddp2Jbs1plg+/5F+Tj8grWxFPpFvIs9PB+nDVgJ+/HrlzX3d24QIH1hrifgymxZgSCoA7IigVRQiHEB92FdC/OAgVbibebyktuRZX0RzhQwy9R+xu+RAGgp5N7WWGSUaYxM4zMDYQQ1m24mIs4QqZtCkG4LD0LorRy090mJqku+TOPah0lLSUWw3dEM3z2uhXlA2GOFsJsiop7COG2tLPOKoU/CnAUetzCWX6JxEEwmPNTpg6UGhpI5cH/DF9s60h6WAK/HtmoIXz+zTRz84lOL1uHwWBvzMAZKmBNWq/OMiAlJhqlvflcNUpe0je292th4p5u413fqV2XUEeb+xXH+E52VUTP4nI/bK7KAbELyuOJA+0BITyiF6mpgnBGTJPuYCjP/yFncBvPcJmzuWzoX6T0CO73amYdF4LgGGlVgmp7COPN92NymsamnbW+BficGGsOvSRwZaPRBURE2oXk4A60YA12XYRz4FiPm47wXgabi7XZkcpJPymhC0xlFDjBw/K4R3xMaSDLQhdgd3Zh4+hD7ColhrtSwvzaS+aUmBG9TZbBtQBL/DBXzx46rzuoK77hlH0eFu5oY95wJhrKJpDKncEjBEsv6S1qA6yvMj2s6kFpHTgqUMzx7zbbqq9rnkMDkH8nFWnk06A8KijTGPFzN550+i10eXIB0iMQySXxrwlaL7eNe/YL3psJ7KkQgsp4ouRAHuC+ob7ZleAe7fWZzgBV4UcYciN1JF6GBoJIDY561MC+SFi46HzdASAuodzrw6km3fRb+zT1jnASS7dAmoIhwgoqM85MRhb1y6aJmp3lteJeJMC8sPhzShEFTl15vOm5oUFKynTAJd4M1kwCMM4Rko1C0XIw6O/Do1dyBudY1MiUH1TyuI4Q+9dQki0M8uh7uwbwoQNQa8xBXo7bYnEnOFyw6Uu5aKjQ1ug4RCgoCxtDGzyXaPRNvF+24humri8fQ/qYijJnr/LEAQVbA3BeHPIfwb+kEBh4kkox1ZnruqI3BsYIQXN1vJ/ij5amxmm0RCKuW8r9sm7tXu0qUL61Q6yFiPldK12eoWGTa4nDU8iDkAGSYdXmIKr6DD8sctC3hTW0KTbGbnxr3qENdB5+ccehgar6rVZrBMkxtq/I075ing8/OOBvhn1C7zdw+7lDYQQfejLMtlPKvDhcdfFb4888///fbb7/9N//z3/n1H4dHKLKYtB4w6KCDPTbhArFLRYqYlklwPahBrv8LMABEjF8VpViClwAAAABJRU5ErkJggg==" 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Harvard Business Publishing is an affiliate of Harvard Business School.</p></div></div></div></footer></div><script id="__NEXT_DATA__" type="application/json">{"props":{"pageProps":{"profile":{"guid":"a048f82d215be1fccfd33740979f3a3c","firstName":"Guest","lastName":"User","displayName":"Guest User","accountLocked":false,"emailAddress":"anonymousUser","loggedIn":false,"lastVisitDate":"2024-11-23T19:59:43.979+00:00","linkedAccounts":[],"jobTitle":"","companySize":"","industry":"","folders":[],"newsletters":[],"marketingCampaigns":[],"topics":[],"subscriptions":[],"isGdprDeleted":false,"tiers":[],"pianoRegistered":false,"state":"Anonymous","status":"Anonymous","username":"ANONYMOUSUSER","customAttributes":[],"quota":{"count":1,"limit":2,"remaining":1,"ascend":false}},"article":{"title":"4 Triggers Cause the Majority of Team Conflicts","type":"standard","tag":"blogs.harvardbusiness.org,2007-03-31:999.328672","dek":"Here\u0026#8217;s how to mitigate the negative ones.","summary":"\u003cp\u003eWhen not managed well, conflict can wreak havoc on your team and even harm your managerial reputation. As a new leader, how can you mitigate conflict before it gets out of hand, or deal with it when it does?\u003c/p\u003e\n\u003cul\u003e\n\u003cli\u003eEstablish clear channels of communication. Remote teams that rely mostly on emails and chats are more susceptible to conflict, as clear communication often relies on non-verbal cues, most of which can\u0026#8217;t be translated succinctly into words. And remember to use the right channels of communication, such as delivering nuanced messages in-person or on a video call as opposed to email or Slack.\u003c/li\u003e\n\u003cli\u003eBe transparent about performance expectations. Don\u0026#8217;t leave standards, such as what \u0026#8220;good\u0026#8221; versus \u0026#8220;just okay\u0026#8221; looks like, entirely open to interpretation.\u0026#160; Take some time to identify your most important performance standards and clearly communicate them to your team.\u003c/li\u003e\n\u003cli\u003eManage time expectations. Conflict can happen when you are misaligned on timing or deadlines. Encourage your team members to track their hours and how they spend their day at work. Have them share it among each other, too, if they\u0026#8217;re agreeable. Build time into your weekly schedule to review your team\u0026#8217;s trackers and identify opportunities for improvement.\u003c/li\u003e\n\u003cli\u003eClarify task and role expectations. When everyone assumes that someone else is responsible for completing a task, balls are inevitably dropped, leading to finger-pointing, blame, and missed deadlines. With your teams input, create a short guide that lays out the expectations you have of your team members, their roles, and assigned tasks.\u003c/li\u003e\n\u003c/ul\u003e","topics":["Managing conflicts"],"primaryTopic":"Managing conflicts","content":"\u003cp\u003eWhat’s the one thing you fret about most as a new manager? If you said, “dealing with conflict on my team,” we’re not surprised.\u003c/p\u003e","authors":[{"name":"Benjamin Laker","image":"/resources/images/article_assets/2016/08/110-benjamin-laker.jpg","bio":"Benjamin Laker is a professor of leadership at Henley Business School, University of Reading. Follow him on \u003ca href=\"https://twitter.com/drbenlaker\"\u003eTwitter\u003c/a\u003e."},{"name":"Vijay Pereira","image":"/resources/images/article_assets/2022/03/110-vijay-pereira.jpg","bio":"Vijay Pereira is a professor of strategic and international human capital management at NEOMA Business School."}],"published":"2022-05-31T20:00:20.000+00:00","hasAudio":false,"hasDropCap":false,"paywallEligible":true,"giftedArticle":false,"contentKey":"nknBKkpSP3jj7ZcVUUkV9aBvoHH+3UyTWJi3Vb7+09vpsvuprmG7t5APnQ4tnvxNrkZ/1hNWu2Yub/IOci9O4rX4PNGBDSKorf2/5LqV7U3Fe3ly5ov3z6DsoZu7MR0swhkGnz7dQHhMHgIVpvxD9gRsAcs/sMCb+IXt+yvcGQo=","metaTags":{"page-id":"300","article:modified_time":"2022-05-31T20:00:20Z","intromercial":"protected","primary-editor":"120","page-category-id":"391687","article-content-type":"Digital Article","editorial-distinction":"Research"},"editorTags":[{"tagValue":"Ascend"},{"tagValue":"Tip"}],"configurations":{"configExemptFromPaywall":false,"configNoIntromercial":true,"configSubscriberOnly":false},"pianoConfigurations":{"pianoContentType":"standard"},"userProfile":{"guid":"a048f82d215be1fccfd33740979f3a3c","firstName":"Guest","lastName":"User","displayName":"Guest User","accountLocked":false,"emailAddress":"anonymousUser","loggedIn":false,"lastVisitDate":"2024-11-23T19:59:43.979+00:00","linkedAccounts":[],"jobTitle":"","companySize":"","industry":"","folders":[],"newsletters":[],"marketingCampaigns":[],"topics":[],"subscriptions":[],"isGdprDeleted":false,"tiers":[],"pianoRegistered":false,"state":"Anonymous","status":"Anonymous","username":"ANONYMOUSUSER","customAttributes":[],"quota":{"count":1,"limit":2,"remaining":1,"ascend":false}},"hero":{"image":{"defaultSrc":"/resources/images/article_assets/2022/05/A_Jun22_01_103332502.jpg","sizes":"(min-width: 48em) 55.7291667vw, 97.3924381vw","srcset":"/resources/images/article_assets/2022/05/A_Jun22_01_103332502.jpg 1200w, /resources/images/article_assets/2022/05/A_Jun22_01_103332502-300x169.jpg 300w, /resources/images/article_assets/2022/05/A_Jun22_01_103332502-1024x576.jpg 1024w, /resources/images/article_assets/2022/05/A_Jun22_01_103332502-768x432.jpg 768w, /resources/images/article_assets/2022/05/A_Jun22_01_103332502-500x281.jpg 500w, /resources/images/article_assets/2022/05/A_Jun22_01_103332502-383x215.jpg 383w, /resources/images/article_assets/2022/05/A_Jun22_01_103332502-700x394.jpg 700w, /resources/images/article_assets/2022/05/A_Jun22_01_103332502-850x478.jpg 850w"},"credits":"HBR Staff/Getty Images/Adam Gault"}},"initialDataLayer":{"pageInstanceID":"4 Triggers Cause the Majority of Team Conflicts:production","siteID":"hbrprod","page":{"pageInfo":{"language":"en","contentType":"Digital Article","pageName":"4 Triggers Cause the Majority of Team Conflicts","pageType":"Article","pageCategoryID":"391687","pageCategoryName":"Managing conflicts","pageDescription":"When not managed well, conflict can wreak havoc on your team and even harm your managerial reputation. As a new leader, how can you mitigate conflict before it gets out of hand, or deal with it when it does? Establish clear channels of communication. Remote teams that rely mostly on emails and chats are more susceptible to conflict, as clear communication often relies on non-verbal cues, most of which can’t be translated succinctly into words. And remember to use the right channels of communication, such as delivering nuanced messages in-person or on a video call as opposed to email or Slack. Be transparent about performance expectations. Don’t leave standards, such as what “good” versus “just okay” looks like, entirely open to interpretation. Take some time to identify your most important performance standards and clearly communicate them to your team. Manage time expectations. Conflict can happen when you are misaligned on timing or deadlines. Encourage your team members to track their hours and how they spend their day at work. Have them share it among each other, too, if they’re agreeable. Build time into your weekly schedule to review your team’s trackers and identify opportunities for improvement. Clarify task and role expectations. When everyone assumes that someone else is responsible for completing a task, balls are inevitably dropped, leading to finger-pointing, blame, and missed deadlines. With your teams input, create a short guide that lays out the expectations you have of your team members, their roles, and assigned tasks.","date":"11-23-2024","time":"02:59 PM","deviceType":"Desktop","pageURL":"https://hbr.org/2022/05/conflict-is-not-always-bad-but-you-should-know-how-to-manage-it","referringURL":"","sysEnv":"Desktop"},"attributes":{"articleEditorialDistinction":"Research","articleContentType":"Digital Article","articleType":"Digital Article","articleAuthor":[{"authorName":"Benjamin Laker"},{"authorName":"Vijay Pereira"}],"articleID":"tag:blogs.harvardbusiness.org,2007-03-31:999.328672","articleTitle":"4 Triggers Cause the Majority of Team Conflicts","articlePrimaryTopic":"Managing conflicts","articlePublishDate":"2022-05-31","articlePostingDate":"May - 2022","primaryAuthor":"Benjamin Laker","articleSubTopics":[{"subTopicName":"Managing conflicts"}],"articlePrimaryEditor":"120","articleTags":"Digital Article","configSubscriberOnly":false,"configNoIntromercial":true,"configExemptFromPaywall":false,"editorTags":[{"tagValue":"Ascend"},{"tagValue":"Tip"}],"articleFindingMethod":"External","giftedArticle":false,"noaPlayerDisplayed":"False"}},"version":"2.2","users":[{"profile":{"accountID":"a048f82d215be1fccfd33740979f3a3c","dateLastVisit":"2024-11-23","quota":{"limit":2,"remaining":1},"userState":"Guest","secondsSinceLastVisit":0,"daysSinceLastVisit":"Less than one day","guid":"a048f82d215be1fccfd33740979f3a3c"}}]},"apiOrigin":"https://platform.hbr.org","storeDomain":"https://store.hbr.org","pageURL":"https://hbr.org/2022/05/conflict-is-not-always-bad-but-you-should-know-how-to-manage-it","pianoParams":{"setDebug":"false","setAid":"mbs77qtzUz","setEndpoint":"https://buy.tinypass.com/api/v3","setUseTinypassAccounts":false,"setUsePianoIdUserProvider":false,"setCxenseSiteId":"1141964769885092441"}},"__N_SSP":true},"page":"/[year]/[month]/[slug]","query":{"year":"2022","month":"05","slug":"conflict-is-not-always-bad-but-you-should-know-how-to-manage-it"},"buildId":"eqM9VHblXkB6mdGCCTb-q","assetPrefix":"/assets-mfe-articles","isFallback":false,"isExperimentalCompile":false,"gssp":true,"scriptLoader":[]}</script></body></html>