How Should An IT Manager Handle Team Conflicts?

by drjim on November 7, 2013

When team members don't get along, everyone suffers

When team members don’t get along, everyone suffers
Image Credit

I’m currently in charge of a team of skilled IT development professionals. They each have their own set of skills that they bring to my team and I need each of them to be operating at peak efficiency if I want to have any hope of my team being a success. However, I’m currently facing a big problem: two members of my team flat out don’t get along with each other. Who among us has the IT manager skills to deal with this? What’s an IT manager to do?

How The Problem Started

How does any problem between team members start? In all honesty, I’m not quite sure. I believe that this problem existed long before I took over control of this team. Both parties involved are actually very nice people and they seem to get along with everyone else. They just don’t like each other.

The first signs of a problem showed up when I started to be copied on a series of emails exchanged between these two. If I had had any IT manager training on spotting conflicts, this is what I should have been looking for. What they were talking about was a series of changes that needed to be made to some IT related documents. The question seemed to revolve around who had the right to tell who to do what.

I’m willing to admit that I probably missed an important warning marker here – I saw the emails but I didn’t realize the issue that was only now starting to surface. Yes, I should have jumped right in and tried to resolve this issue from the start; however, I just saw it as an email exchange between two team members – the fact that I had been CC’ed should have been my first clue that all was not good.

What My Options Are

As you can well imagine, things went from bad to worst. I started to get calls from the people involved in this workplace feud telling me about how the other party had somehow wronged them. The issues that they brought up ranged from the possibly legit issue of who had ultimate control over a given document to the ridicules issue of someone not saying “hello” to them when they come into the office in the morning.

My big challenge here was how was I going to resolve this issue. One of the parties involved said something that really struck home with me: “…we’ll never be friends.” No amount of IT team building was going to solve this problem. When she said this, I realized that my job was not to get them to be friends, but rather to find a way so that they could work together as colleagues. This was a big breakthrough for me – as an engineer, I’m always looking for the “perfect” solution and I probably would never have been able to find one in this situation.

I’ve taken all of what you would probably call the standard steps to defuse this situation: I’ve talked with both parties, I’ve told them that they need to pull it together for the betterment of the company, I’ve divided the work up and assigned clear owners to the different parts. However, ill will continues to exist.

My work here is not done. One option that I’m considering is making the repair of the relationship an objective for each of the team members. You know, something that they’ll be evaluated on at the end of the year. This would take the issue out of my hands and put it right where it belongs – in their hands. I’m not yet sure if this would be a powerful management technique or simply a case of passing the buck. In real life there are no neat solutions to messy management problems.

What All Of This Means For You

As IT managers, what we’d like to be able to spend our time doing is focusing on our IT projects and finding ways for our teams to be more successful. However, what we need to realize that that we’re not going to be able to do this if our team is not working as a seamless unit. When there’s conflict within our team, we need to take action.

I’m currently facing a situation where two of the members of my team don’t get along. I’m getting calls and emails where one complains about what the other has done to them. It is now my job to step in and fix this problem. A key point to remember is that both parties are both at fault and they are both going to have to change in order to fix the problem.

Yes, these kinds of personality based conflicts can be a distraction from what an IT manager really needs to be spending his or her time on. However, they are real and they do need to be resolved. Allowing team problems to fester will just keep the team from being as successful as it can be. As an IT manager you need to step into the situation and use your diplomacy skills to move both parties through the conflict and onto higher ground. No, it’s not going to be easy, but it is going to be necessary.

– Dr. Jim Anderson
Blue Elephant Consulting –
Your Source For Real World IT Management Skills™

Question For You: What do you think your next step should be if you can’t get warring team members to agree to work together?

Click here to get automatic updates when The Accidental IT Leader Blog is updated.

P.S.: Free subscriptions to The Accidental IT Leader Newsletter are now available. Learn what you need to know to do the job. Subscribe now: Click Here!

What We’ll Be Talking About Next Time

The cloud has arrived, all hail the cloud! Hmm, just a minute here – has anyone taken a close look at just what moving to the cloud is going to do to the security of the IT projects that your team is working on? This cloud stuff is all new and it’s not clear that anyone really has their hands around just exactly what is going on. Is moving to the cloud going to make your next IT project less secure?

Be Sociable, Share!

{ 0 comments… add one now }

Leave a Comment

Previous post:

Next post: