Timeline for My two team members in a remote location don't get along with each other; how can I improve working relations?
Current License: CC BY-SA 4.0
9 events
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| Aug 20, 2019 at 9:28 | comment | added | Gregory Currie | @Michael There are many many facets that can contribute to poor job satisfaction. A single pair of colleagues that don't like each other is not anything to be concerned about, provided they both act professionally. The manager should take a chance to catch up with both of them when they visit and discuss job satisfaction. | |
| Aug 20, 2019 at 9:04 | comment | added | Michael | @GregoryCurrie: A professional engineer who doesn’t get along with his/her colleagues and is generally unhappy with his/her job is going to perform poorly and search for job opportunities elsewhere. As a manager you don’t want such a toxic environment. | |
| Aug 20, 2019 at 7:37 | history | edited | Gregory Currie | CC BY-SA 4.0 |
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| Aug 20, 2019 at 7:35 | comment | added | Gregory Currie | @Michael Yes, you can. Because they are not children, but professional engineers. If they have personal differences, they need to put them to the side and get the job done. Though the OP hasn't clearly indicated what the actual issues are, so it's hard to tell how dysfunctional the relationship is. | |
| Aug 20, 2019 at 7:06 | comment | added | Michael | People are not machines. You can’t just order someone to work well together with someone they don’t like [Technically you can order them, but don’t expect it to work]. A good manager would try to make them solve the underlying issue or at least work around the problem by assigning them to different projects. | |
| Aug 20, 2019 at 2:04 | comment | added | Gregory Currie | @bruglesco As I said, if there is a specific grievance, that should be dealt with. | |
| Aug 19, 2019 at 18:01 | comment | added | bvoyelr | @bruglesco I disagree with your disagreement ;) Obviously if there is something HR-worthy going on, that's an issue that should be immediately resolved. However, there's no indication that that's the case here. If you start probing for why there's animosity, you could quite easily find yourself in a position wherein your reports expect you to "take sides." In short, you only need to know enough that there's no liability being created for the company. Anything more is between them, and that's where it should stay. | |
| Aug 19, 2019 at 16:31 | comment | added | Summer | "You[sic] job isn't to get to the bottom of their dislike" I couldn't disagree more. It is always a good idea for a manager to dig for underlying problems where reasonable. There would be a huge difference if Alice disliked Bob because he likes pop music than say, if he was bullying or harassing her. | |
| Aug 19, 2019 at 7:33 | history | answered | Gregory Currie | CC BY-SA 4.0 |