Return From Conflict: Team Reset After an Incident
Restore working relationships after a serious dispute.
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Plan a team reset after an incident. What happened (facts only): [INCIDENT_FACTS]. People affected and their roles: [PEOPLE_AFFECTED]. What has already been resolved formally: [RESOLVED_FORMALLY]. Current team mood: [TEAM_MOOD]. Produce: a first-week plan (check in with each person privately using five supportive questions, communicate what the team can be told without breaching confidentiality, restore routines); a team meeting outline (acknowledge, set expectations, invite concerns anonymously, agree working norms); changes to reduce recurrence (clearer roles, escalation route, manager check-ins); and a 90-day follow-up. Include things not to do (force reconciliation, discuss details of confidential processes, ask people to take sides) and a monitoring routine (watch for withdrawal, rumors, absences). Provide a script for the manager (100 words). Where the incident involved misconduct, follow your formal process; share nothing about outcomes that HR has not cleared [VERIFY]. Provide the private check-in questions in full, the team meeting script (about 150 words) with what the manager can and cannot say, and a table for the 90-day follow-up with an indicator, an owner, and a date for each. What you produce is a draft and should not be read as legal or HR advice. Check the legal, contractual and policy points with an employment lawyer or HR professional experienced in [JURISDICTION] before using them.
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