How do you handle team conflict when working remotely or across different time zones?

1 Identify the source of conflict

The first step to handle team conflict is to understand what is causing it. Is it a misunderstanding, a difference of opinion, a clash of personalities, or a lack of communication? Sometimes, remote work can amplify these issues, as you may not have the same cues and context as in a face-to-face interaction. To identify the source of conflict, you need to listen actively, ask open-ended questions, and avoid assumptions and judgments.

2 Choose the right mode of communication

The next step is to choose the most appropriate and effective way to communicate with your team members. Depending on the nature and urgency of the conflict, you may opt for a phone call, a video chat, an email, or a chat message. However, keep in mind that some modes of communication may have limitations or drawbacks, such as delays, distractions, or misunderstandings. For example, if you need to resolve a complex or emotional issue, a video chat may be better than an email, as you can see and hear each other's expressions and tones.

3 Focus on the problem, not the person

One of the key principles of team conflict resolution is to separate the problem from the person. This means that you should avoid personal attacks, blame, or criticism, and instead focus on the facts, goals, and solutions. You should also acknowledge and respect each other's perspectives and feelings, and try to find common ground and mutual interests. By doing so, you can avoid escalating the conflict and damaging the trust and rapport within your team.

4 Seek feedback and support

Another tip to handle team conflict is to seek feedback and support from others. This can help you gain new insights, perspectives, and ideas, as well as reduce your stress and frustration. You can ask for feedback and support from your team leader, your colleagues, your mentor, or your coach. However, be careful not to vent, gossip, or complain about your team members, as this can create more negativity and division. Instead, ask for constructive and objective advice and guidance.

5 Follow up and follow through

The final step is to follow up and follow through on the actions and agreements you have made with your team members. This can help you ensure that the conflict is resolved and that the same issue does not recur. You can follow up by checking in regularly, providing updates, asking for feedback, and celebrating progress. You can follow through by delivering on your promises, meeting your deadlines, and honoring your commitments. By doing so, you can demonstrate your accountability, reliability, and professionalism.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?