How do you effectively resolve a conflict between a manager and a subordinate regarding work expectations?

Effectively resolve a conflict between a manager and a subordinate regarding work experiences, start by actively listening to both parties without bias, allowing each to express their perspectives and concerns fully; then, identify the root cause of the disagreement—whether it's a misunderstanding of responsibilities, expectations, or communication styles—and facilitate a respectful dialogue that focuses on facts and shared goals rather than personal judgments, ultimately guiding both sides toward a mutually beneficial resolution that reinforces trust and encourages a collaborative working relationship.

I am writing to share a recommended approach for resolving conflicts between a manager and a subordinate. The first step is to listen carefully to both individuals to understand their issues and the actual matter at hand. Following this, I suggest meeting with both the manager and the subordinate individually to discuss their problems in detail. After listening to both perspectives, bring them together and encourage them to openly discuss whatever issues they are facing. Effective problem resolution often begins with an open-minded discussion.

Using a people-centric approach, resolve conflict by prioritizing empathy and active listening. Understand each individual's feelings and perspectives. Foster a safe space for open dialogue, focusing on shared values and mutual respect. Co-create solutions that respect both roles, clarify expectations, and build trust. Support ongoing communication to maintain a positive, inclusive work environment.

1. Understand the Situation -Gather facts from both the manager and the subordinate independently. -Clarify the work expectations 2. Facilitate a Neutral Conversation -Arrange a private meeting with both parties in a neutral setting. 3. Encourage Open Communication -Let each party express their perspective and concerns. -Actively listening 4. Align on Expectations -Clarify job roles, performance standards, and objectives. 5. Find Common Ground & Agree on Solutions -Encourage both parties to contribute to solutions. 6. Document and Monitor Progress -Summarize the agreement in an email or meeting notes. 7. Provide Coaching or Support (if needed) -Offer coaching or training for communication, time management,performance improvement.

To effectively resolve a conflict between a manager and a subordinate, my approach is to have a private discussion with each party separately and foster a culture of active listening to understand the unique perspectives of each party. My focus will be on the issue or the problem and not the person. I will then guide them in redefining clear expectations and establishing realistic deadlines collaboratively. I will encourage them to hold regular check-ins to ensure alignment between expectations and deliverables, reinforcing a positive and respectful working relationship.

Define specific responsibilities, establish decision-making boundaries, create mutual accountability, and document agreements. Clear roles transform conflicts into collaboration.

I believe that conflicts resolution can't really follow a specific sequence. We are unpredictable as human however I agree on the first step "LISTEN" then I'm sure the resolution will follow. Sometimes people need to be just heard

A true leader doesn’t take sides—they build bridges. The key is to listen deeply, clarify expectations, and restore alignment. Start by understanding both perspectives without judgment. Often, conflicts stem from miscommunication, not intention. Bring both parties together, reset expectations clearly and mutually, and create a shared path forward. Then, provide the right coaching and support—not just to fix the issue, but to prevent future ones. Because leadership isn’t just about resolving problems— It’s about growing people through them.

Emphasize that clarifying roles is to ensure that all employees' time and autonomy are being respected. Having clear descriptions and expectations helps people feel that the guideposts won't move and their duties are achievable, and thus that they can be a successful contributing member to a project.

Clarifying roles means clearly defining each person's responsibilities, expectations, and authority within a team or project. It ensures that everyone understands their tasks, how they contribute to shared goals, and how they interact with others. When roles are well-defined, it reduces confusion, overlaps, and gaps in accountability, leading to smoother collaboration and greater efficiency. Clarifying roles also empowers individuals to take ownership of their work and make informed decisions. Regular check-ins and adjustments help keep roles aligned with evolving needs. Clear roles build trust, enhance communication, and support overall team success.

Finding common ground means identifying shared values, interests, or goals that unite people despite their differences. It involves active listening, empathy, and open-minded communication to understand others’ perspectives. By focusing on what connects rather than divides, you create a foundation for collaboration, trust, and mutual respect. Finding common ground helps resolve conflicts, build consensus, and move forward with solutions that everyone can support. It’s a powerful way to bridge gaps, foster cooperation, and create stronger, more unified teams and relationships.

Developing solutions involves identifying effective and practical ways to address challenges or meet specific goals. It starts with clearly understanding the problem, gathering input from relevant stakeholders, and brainstorming a range of possible options. Once ideas are generated, evaluate them based on feasibility, impact, and resources required. Collaborate with others to refine the best ideas into actionable plans. A good solution is one that is realistic, sustainable, and aligned with long-term objectives. By developing solutions thoughtfully and inclusively, you foster innovation, build support, and create a strong foundation for lasting success.

Monitoring progress means regularly tracking the advancement of tasks, projects, or goals to ensure they stay on course. It involves setting clear milestones, using key performance indicators, and reviewing results against expectations. This ongoing check allows for early detection of issues, enabling timely adjustments and better resource management. Effective progress monitoring also keeps teams accountable and motivated, as they see how their efforts contribute to larger outcomes. By maintaining visibility and adapting as needed, you ensure continuous improvement and successful completion of objectives.

When there's a conflict between a manager and a team member about work expectations, I step in as a neutral person to understand both sides. I talk to them separately first to hear what each one is thinking and where the confusion might be. Then, I bring them together for a calm conversation where we clear things up and find a middle ground. I help them agree on what’s expected and how to move forward. After that, I check in to make sure things are going smoothly.