Human Resource Blog

How to deal with the hostility between two members of the department?

	HR Management
Confidential Employee Folder Confidential Employee Medical Folder Job File Worksheet Folder Daily EEO Applicant Flow Log Workplace Information Sheets Request to Inspect Personnel Files

	Management/Leadership
Complete Harassment Forms FMLA Administrator Kit Harassment Prevention Kit Sexual Harassment Kit Workplace Information Sheets

	Performance Management
Performance Appraisal Review Employee Performance Evaluation Form Performance Improvement Plan Employee Warning Notice Employee Counseling Report Employee Final Warning Notice

As a HR manager,two members of my department are hostile to each other, how should I handle this?

The best practice in the HR field would be to sit both of them down in the same room together, with you, and discuss it. Point out that you have observed hostility and you want to clear the air, once and for all. Allow each employee a specific length of time to vent, but require that they do so in a respectful way, without name-calling or swearing.

In a perfect world, you would learn that the hostility arises from a simple misunderstanding, everyone would shake hands and come out friends. In the real HR world, this hardly ever happens. After each employee has had her say, it is your turn. Point out that you do not expect these two to become best friends, but regardless of their personal feelings, they need to be civil and cooperative with each other at work. They are both on your team, and you expect them to work together.

Also remind them that any hostile behavior is a performance issue. If Trina slams down the phone after a conversation with Margaret, Trina is not doing her job properly and can be disciplined or terminated. (If Margaret insulted Trina first, Margaret can also be disciplined or terminated.) Each employee is responsible for her own behavior, even if she is provoked. Give examples of any hostile behavior that you find unacceptable. You cannot control how employees feel, you can expect them to control how they act. Ask each for agreement in solving this problem and being civil to each other.

Hopefully, this will solve the problem — but follow-up is absolutely crucial. The very first time you observe one of them doing something that is hostile, you need to pull that employee (alone) into your office and address it as a performance issue. If you do so, the hostile behavior will stop. If you ignore a few problems, it will continue. In rare cases, one employee will not be able to stop her hostile behavior, and you will have to let her go. (Sometimes, both employees.)