STEP 1: Identify the Nature of the Conflict

Ask first: What type of conflict is this?

A. Role or Process Conflict

• Overlapping responsibilities

• Conflicting instructions

• Resource constraints

→ Proceed to Step 2A

B. Communication or Style Conflict

• Tone issues

• Misinterpretation

• Feedback friction

→ Proceed to Step 2B

C. Performance or Accountability Conflict

• Uneven workload

• Missed deadlines

• Quality concerns

→ Proceed to Step 2C

D. Conduct or Policy Conflict

• Harassment concerns

• Retaliation claims

• Threatening or inappropriate behavior

→ Immediate escalation to HR / Legal

STEP 2A: Role or Process Conflict

Leader Action

• Clarify ownership and authority in writing

• Adjust workflows or approvals

• Set measurable expectations

Documentation Required

• Yes (role clarification summary)

Monitor

• 30–60 days

If unresolved → escalate to Step 3

STEP 2B: Communication or Style Conflict

Leader Action

• Meet individually

• Reset professional communication standards

• Establish agreed-upon norms

Documentation Required

• Recommended

Monitor

• Behavioral consistency

If behavior repeats → escalate to Step 3

STEP 2C: Performance or Accountability Conflict

Leader Action

• Clarify performance standards

• Address workload imbalance

• Initiate performance coaching if needed

Documentation Required

• Yes

If performance does not improve → escalate to formal performance management

STEP 3: Pattern or Persistence Identified

If conflict:

• Repeats

• Escalates

• Impacts team performance

• Appears in skip-level feedback

Leader Action

• Involve HR or external advisor

• Implement structured intervention plan

• Increase documentation rigor

STEP 4: Formal Escalation Threshold

Immediate formal escalation if:

• Legal risk is present

• Retaliation is alleged

• Safety or harassment concerns arise

• Leader neutrality is compromised

At this stage, informal handling stops.

Leadership Rule of Thumb

If you are asking:

“Do I need to document this?”

The answer is already yes.

Final Guidance for Leaders

Strong leaders do not improvise conflict management.
They follow structure.

This decision tree:

• Protects employees

• Protects managers

• Protects the organization

And it allows conflict to be resolved before it becomes a case file.