What can you do about it?

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Once you’re aware of an issue within your organisation, it’s important that you act. Here’s 3 key things to do right away:

1. Develop an appropriate strategy
Conflict arises from a host of different reasons - so you'll need to pick an approach that works. If you've two top sales guys that are winding each other up - and the rest of the office too, take them to one side and talk through the impact of their actions on the business, and make it clear that it can't go on.
2. Don't stick your head in the sand
You’re the leader, so take the lead. Get out and talk to your staff, perhaps by organising an outing to the pub as people often let slip what the real issues are over a few beers. Make time to stop by people's desks and ask them how panama phone number resource they are getting on, and most importantly show an interest.
If you’d prefer a formal approach, set up a light-touch performance review and give employees a chance to tell you how they see their career progressing, and hear from you what your expectations are from them. If sickness is an issue, try arranging back to work interviews, and make it clear you are genuinely concerned.

This needs to be an ongoing approach and not something you can do once a year.

3. Be prepared to take action
Sometimes issues can't be resolved internally - in which case you may need to bring in mediators or let people go.
It’s important to remember that there is a fine line between conflict and harassment or bullying - which could end up with you as the employer in court. If letting an employee go is the only option, you need to reference employment law and take into account employment protection legislation.