Quick Answer
As a supervisor, you're expected to address conflict between team members promptly and professionally. Use the structure below to facilitate a productive conversation. If the situation involves harassment, violence or threats of violence, discrimination, or substance abuse, stop and contact HR immediately. These are not conflicts to resolve on your own.
Before You Begin
Confirm this is a standard workplace disagreement and not one of the situations above. If you're ever unsure, contact HR before scheduling the meeting.
Meeting Structure
- Open the meeting. Thank both parties for participating: "I appreciate everyone's time and willingness to come together today to discuss the challenges being faced and together find a resolution."
- State your purpose. Explain that you've spoken with everyone involved and your role is to facilitate, not take sides.
- Share the structure. Let both parties know what topics you'll cover so the conversation stays organized.
- Set ground rules and get verbal agreement. Ask each participant individually to confirm they're willing to work toward a resolution, treat each other with respect, be honest, listen, take responsibility, and compromise.
- Hear timed accounts, starting with the complainant. Ask each person to describe the conflict using "I" statements, focused on behaviors and feelings rather than blame. Summarize back what you heard and confirm accuracy before moving to the next person.
- Brainstorm a resolution together. Aim for an outcome both parties agree to. If no mutual resolution is reached, you may determine the resolution as facilitator. Document it clearly, including expectations and consequences going forward.
- Close the meeting. Thank both participants for their commitment to the resolution.
If the Conversation Escalates
Take control professionally: state that the conversation is taking a negative turn, and ask everyone to take a 10-minute break. If tempers are still high after the break, end the meeting, restate expectations for professional conduct (including no retaliation), and reschedule.
Need More Detail?
The full Conflict Resolution Guide, including complete example scripts for every step, is available in the Quick Links section of your Dayforce Manager Role Hub Page.
