How to Resolve Workplace Disputes Across Screens
Hybrid teams, real conflicts.
Hybrid teams aren’t easier than on-site teams. They, too, have conflicts.
Yet, these conflicts are not always visible. People can switch off their screens and sound. So, you don’t see how cringy they look.
Silent conflicts are a real problem that influences productivity and joy from work. Conflicts don’t go away.
Read 5 steps to resolve workplace disputes across screens.
Typical workplace conflicts of hybrid teams
The biggest issue is as always communication.
Surprise, surprise.
Different styles lead to misunderstandings. Remote colleagues might feel out of the loop, while those in the office can dominate discussions. Inclusive communication is super important in a hybrid setting.
The next big challenge is unclear roles and responsibilities. Confusion can lead to duplicated work or delayed tasks.
Add in technology hiccups the (Internet isn’t working!) and you’ve got a recipe for frustration.
Then, we have a work-life balance. In a hybrid environment, boundaries can blur. Remote workers struggle to separate work from home life, and in-office staff might feel pressure to maintain longer hours.
Whatever isn’t working in your hybrid team needs to be addressed. You want a happy team, not a grumpy one.
You’ve got a conflict and you’ll resolve it
Conflicts are inevitable. You have it and what now? Here are five friendly and practical steps to resolve disputes across screens.
Don’t be afraid of screens. A conflict is a conflict, and so is your role (mediator) in it.
1. Start with a check-in
If you’re like me, you want to have it done, quickly. But hold your horses.
Before resolving any conflict, take a moment to check in with everyone involved. A simple “How are you feeling about this?” can work wonders.
This initial touchpoint sets a tone for the discussion. Show you genuinely care about each person’s perspective.
It helps to create a sense of belonging and encourages team members to be more open about their feelings (in theory). You can also piss them off even more. Honestly speaking, heated colleagues might start fuming quickly when you try to be friendly.
But every good leader knows that by fostering emotional connection, you lay the groundwork for a more productive and collaborative conversation. That is your goal.
It’s worth doing it to bring people on the same note. In the worst case, they will block themselves. In the best case, they relax and want to talk.
2. Create a safe space for sharing
Present yourself as a “no judgment” person. We all are somewhat hypocritical. Yet, leave that out for the moment.
Tell them it’s okay to express their thoughts and feelings without fear of backlash. Make sure to mention that what is being said in the meeting, will stay confidential.
Use phrases like, “I want to hear your perspective” to build trust and invite participation.
When people feel safe to share, they’re more likely to open up about their concerns and ideas, which can lead to a deeper understanding of the issue at hand.
This inclusive environment can transform conflict into an opportunity for growth and collaboration.
3. Use visuals for a better understanding
Remote discussions are quite specific. Words can sometimes get lost in translation.
The internet prevents you from seeing the full body language and even the tone is often hidden under the poor connection.
To avoid the remote gap, use what you’re used to for working remotely. Use pictures, diagrams, collaborative notes, and any other visual aids.
Visualizing the problem and the proposed solutions works wonderfully and be sure both angry birds will see it in a different light.
Plus, visuals are engaging and they break the tension.
So, be creative to keep everyone on the same page.
4. Hit the problem, don’t slap the person
People tend to take everything (too) personally. You need to avoid making any personal attacks.
This is essential. NO personal attacks!
For instance, use “we” instead of “you” statements to emphasize teamwork and collective problem-solving. “How can we resolve this together?
Your language helps to depersonalize the conflict. After all, conflict resolution needs a more collaborative mindset.
Frame the discussion around the problem. Describe it. Add details and keep it as specific as possible. This helps create an atmosphere where solutions can be explored without placing blame.
Follow the logic:
Problem - solution
Who likes who is not important.
To get to the solution could be a tough cookie. So, again, you need to make sure everyone has a voice in brainstorming possible resolutions. People like talking. Let them.
Summarize ideas and highlight areas of agreement before flagging differences. If disagreements persist and people don’t see eye to eye, you will have to play a compromise card.
“What can we all live with?”
As long as people feel heard and included in the decision-making, the final word will get their support.
It could be bitter-sweet. Professional life is not easy.
5. Follow with the team
Then, there is one last step for you to make. A quick follow-up.
Conflicts don’t go away. Even when you agree on a resolution, show you value ongoing communication.
Do they have concerns or questions? Prevent future conflicts and misunderstandings by supporting them and encouraging a culture of transparency and collaboration.
Battling conflicts is a team effort. Don’t treat it as a task. Be part of your team.
TL;DR
Silent conflicts don’t disappear. They just fester off-screen. They drain productivity and make people dislike others.
An emotionally savvy leader is there for their team to support them through difficult conversations. Help people talk together and collaborate.
We will practice this in the online course The 4 Pillars of Leadership Communication, and learn techniques for clear communication that helps conflict resolutions.
Good luck and have a good one, Ivona
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Monday Deep Dive: Leadership Styles and Theories Part 2
Thursday Newsletter: Why Leadership Maintenance Makes All the Difference