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    ee-jerk response of most managers is to overlook the conflict, in the hopes that it will go away. After all, we think, these people are adults;
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    Put many different people together in one place, day after day after day, and conflicts are bound to happen. Most people work them out on their own, but what happens when the conflict doesn't go away and threatens the productivity of your entire staff or team?

    We've all seen it – Mary isn't speaking to Susan; Ted and Tom can't be put on the same project; Bill goes behind Karen's back and "forgets" to include her in project discussions. Some days, it's like working in a kindergarten. As the manager, what is your role in resolving workplace conflicts?

    The knee-jerk response of most managers is to overlook the conflict, in the hopes that it will go away. After all, we think, these people are adults;

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    own, but what happens when the conflict doesn't go away and threatens the productivity of your entire staff or team?

    We've all seen it – Mary isn't speaking to Susan; Ted and Tom can't be put on the same project; Bill goes behind Karen's back and "forgets" to include her in project discussions. Some days, it's like working in a kindergarten. As the manager, what is your role in resolving workplace conflicts?

    The knee-jerk response of most managers is to overlook the conflict, in the hopes that it will go away. After all, we think, these people are adults;

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    Mary isn't speaking to Susan; Ted and Tom can't be put on the same project; Bill goes behind Karen's back and "forgets" to include her in project discussions. Some days, it's like working in a kindergarten. As the manager, what is your role in resolving workplace conflicts?

    The knee-jerk response of most managers is to overlook the conflict, in the hopes that it will go away. After all, we think, these people are adults;

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    ct discussions. Some days, it's like working in a kindergarten. As the manager, what is your role in resolving workplace conflicts?

    The knee-jerk response of most managers is to overlook the conflict, in the hopes that it will go away. After all, we think, these people are adults;

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    ee-jerk response of most managers is to overlook the conflict, in the hopes that it will go away. After all, we think, these people are adults; I shouldn't have to tell them how to behave.

    Unfortunately, left alone, a workplace conflict can fester and grow out of proportion until it takes on a life of its own and all-out war is declared. Other employees take sides and the conflict becomes more important that getting the job done.

    Here are some tips to control potentially damaging conflicts before they escalate.

    1. Set standards. Make sure you have a written set of standards for workplace behavior and conduct. That way, employees know what's expected of them right up front.

    2. Don't ign

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