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Mediating a Conflict Between Two Employees

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[VERIFY] is an editorial flag, not a blank to fill. Wherever the prompt shows [VERIFY], check that item against a reliable source before you use it.

Prepare me to mediate a conflict between two employees as their manager. The two people and what each has said: [PEOPLE_AND_CLAIMS]. History and impact on work: [HISTORY_AND_IMPACT]. Any policy issues (harassment, discrimination, safety)? [POLICY_ISSUES].

First check: if the conflict involves harassment, discrimination, threats, or safety, do not mediate informally; involve HR [VERIFY] and follow the formal route. Otherwise prepare:
1. Separate listening meetings with four questions each: what happened, what was the impact, what do you need, what would good look like.
2. Ground rules for a joint meeting.
3. A joint agenda with timings: each person speaks 3 minutes without interruption; restate what you heard; identify shared interests; brainstorm options; agree actions.
4. Neutral language examples and a script for staying impartial.
5. An agreement template with follow-up dates.
6. A decision tree on when to stop and escalate.
7. A list of mistakes: taking sides, forcing apologies, promising confidentiality you cannot keep.
8. A record template.
Treat each account as one perspective, and use only the facts provided.

Regard everything produced as a draft, not as legal or HR advice. Do not publish or act on legal, contractual or policy points until an employment lawyer or HR specialist in [JURISDICTION] has checked them.

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Check first: no harassment, discrimination, or threat alleged, so an informal conversation is suitable.
Separate meetings: A says: "My requests are ignored." B says: "I get five conflicting priorities a day."
Shared interest: reliable handoffs.
Joint meeting rules: each speaks for 3 minutes uninterrupted; the other restates what they heard.
Options generated: one priority list owned by the team lead; a daily 10-minute handoff; a two-hour reply standard for urgent items.
Agreement: both try the daily handoff for 4 weeks; check-in on 15 May.
Record: date, attendees, agreed actions. Do not take sides. If either person raises bullying, involve HR [VERIFY].

• mediation