Last updated on Jul 19, 2024

How do you handle conflicts between existing staff and new hires during the onboarding period?

Navigating the onboarding period can be challenging, especially when conflicts arise between your existing staff and new hires. It's essential to address these issues promptly and effectively to maintain a harmonious workplace and ensure that all team members can work together productively. Conflicts may stem from misunderstandings, resistance to change, or simply the stress of adapting to new dynamics. By handling these situations with care and strategic interventions, you can foster an environment that not only resolves conflicts but also strengthens your team in the long run.

Key takeaways from this article

Facilitate group discussions:

Bringing team members together to air grievances and share perspectives can build empathy and understanding. It's a proactive step towards creating a more cohesive team dynamic.
Set clear expectations:

When everyone knows their role and how it contributes to the team's goals, confusion—and the conflicts that stem from it—can be greatly reduced.

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1 Identify Issues

When conflicts emerge between existing staff and new hires, it's crucial to identify the root causes quickly. Listen to both sides without bias and determine if the conflict is due to personal differences, work style clashes, or misunderstandings about roles and responsibilities. Recognizing the specific issues at hand allows you to address them directly and find a resolution that respects everyone's needs and contributions to the team.

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Bassem El-Ganzoury

MBA, HRBP, HCM, TOT, LSSGB, Training, PMP
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Identify the root cause and talk to both new hires individually to understand their perspectives. Is it a clash of personalities, differing work styles, or misunderstandings about roles? Encourage open communication between the new hires. A facilitated group discussion can help them understand each other's viewpoints and find common ground. Set clear expectations to ensure both new hires understand their roles, responsibilities, and how their work aligns with the team's goals. This reduces ambiguity and potential competition. Promote teamwork create opportunities for collaboration on projects. This can help them build rapport and appreciate each other's strengths :)

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Bushra Taqi

Principal | Educational Leader | Advocate for Innovative Teaching & Mindfulness
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Once we had a new hire, Sarah, joined our team where expectations were high due to differing work styles. Existing staff felt overwhelmed, while Sarah was eager to contribute but struggled to fit in. When conflicts arose,I took swift action by arranging a meeting. I listened to both Sarah and the team, uncovering that misunderstandings about roles and responsibilities were at the core of the issue. By clarifying expectations and encouraging open dialogue,I facilitated a team-building session. This helped everyone appreciate each other’s strengths and fostered collaboration. As a result, Sarah felt more welcomed, and the team learned to leverage their diverse working styles, turning potential conflict into a powerful asset for their success.

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ilangovan padmanaban

Freelance English Language Trainer
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During onboarding of new hires, there comes a stage when existing staff and new hires may not see eye to eye! It may just be due to time scheduling issues or some other minor matter. But before the situation gets out of hand, the manager / leader needs to step in and calm ruffled feathers. Without going to the roots of the potential causes, the leader needs to be present (living in the here and now) at the meeting between the staff and themselves. Quietly, the leader can make a list of potential flare-up points and talk about each of them to the gathering. While summarizing the talk at the end, the leader needs to ask for questions from the staff. Thus, each member's questions are dealt with, without assigning blame on anyone present.

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2 Open Dialogue

Encourage open communication by creating opportunities for existing staff and new hires to express their concerns and expectations. Facilitate meetings where they can discuss their issues in a controlled environment, promoting empathy and understanding. This approach helps to clear up any misconceptions and allows team members to see things from each other's perspectives, paving the way for better collaboration and a more cohesive team.

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Björn Morestin

HR Manager @ Vallourec | FR/DE/EN | Psychologist
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Conflict management can be tricky, and while expecting self-regulation in the moment might seem like the easiest route, it's not always the most effective. The key lies in facilitating an open dialogue to clarify emotions, beliefs, and managerial expectations for everyone directly involved in the conflict. This includes those who might be quieter participants, but whose perspectives are still crucial for reaching a resolution.

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3 Set Expectations

Clear expectations are vital for preventing and resolving conflicts. Make sure that both your existing staff and new hires understand their roles, responsibilities, and the standards of conduct expected within your organization. By setting these guidelines from the start, you can minimize misunderstandings and ensure that everyone is working toward the same goals with a shared understanding of what is required for success.

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4 Provide Support

Offer support to both parties by providing resources, training, or mentorship that can help bridge any gaps in knowledge or experience. By investing in your team's development, you demonstrate your commitment to their success and well-being. This can foster a more inclusive environment where new hires feel valued and existing staff are reassured that their contributions are recognized.

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5 Encourage Teamwork

To mitigate conflicts, actively promote teamwork and collaboration. Organize team-building activities that allow existing staff and new hires to work together on projects, share knowledge, and build rapport. These activities can break down barriers, foster mutual respect, and create a sense of unity within your team.

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6 Monitor Progress

Finally, keep a close eye on the progress of the integration between existing staff and new hires. Check in regularly with all parties involved to ensure that any lingering issues are addressed and that relationships are improving. Adjust your strategies as needed based on feedback and the evolving dynamics of your team. Monitoring progress is key to ensuring a smooth onboarding process and maintaining a positive work environment.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How do you handle conflicts between existing staff and new hires during the onboarding period?

1

2

3

4

5

6

7

1 Identify Issues

2 Open Dialogue

3 Set Expectations

4 Provide Support

5 Encourage Teamwork

6 Monitor Progress

7 Here’s what else to consider

Staff Development

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How do you handle conflicts between existing staff and new hires during the onboarding period?

1

2

3

4

5

6

7

1 Identify Issues

2 Open Dialogue

3 Set Expectations

4 Provide Support

5 Encourage Teamwork

6 Monitor Progress

7 Here’s what else to consider

Staff Development

Rate this article

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