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Question

As the administrator, I would call each of them into a separate meeting as soon as possible so that the situation does not escalate. I would remind Riley that we are a team and it is important to be proactive in building the team not pushing a team member away with negativity. I would then speak with Hyeon-ju and ask in a concerned empathetic way about his performance. I would remind him he is an asset to our team and we notice when one team member is showing a difference in productivity. I would then let each know we are meeting together to discuss the situation and how important it is to understand each other in a respectful way to start building trust again. Then I would have a team meeting to reiterate the power of building each other and work as a team and when there is a topic up for discussion it should be done with respect. I would also try to have some team building activities and outings.

If something is not done about the situation you risk losing some valuable employees and productivity. You will have a high turnover and risk losing clients.

My coaching would consist of focusing on open communication but also have them focus on active listening. Also encourage empathy and help develop a plan when there is conflict they can actively work through it. I would also have weekly check in to see how everyone is doing. Hopefully this will foster a healthy work atmosphere.

Answer 1

You’ve outlined a thoughtful and proactive approach to addressing the conflict within the team. I completely agree that holding separate meetings with both Riley and Hyeon-ju is crucial to understand their perspectives and prevent the situation from escalating. It’s important for team members to feel valued and heard, and your emphasis on empathy will help foster a supportive environment.

Encouraging open communication and active listening are essential steps towards rebuilding trust. The idea of having regular team check-ins and team-building activities is an excellent way to strengthen relationships and promote a collaborative work culture. It’s also wise to address potential conflicts head-on while emphasizing respect and understanding.

Your strategy to highlight the value of each team member and remind them of their contributions will certainly help in reducing negativity and improving morale. Creating a culture where feedback is constructive and delivered respectfully will not only enhance individual performance but also contribute positively to overall team dynamics. Great job on outlining a clear path forward!