When employees are at each other’s throats, it’s natural to not want to get between them. Though ignoring the situation may be tempting, it is part of a manager’s job to address destructive conflict. Here’s how:

Do your own emotional flossing. Make sure you’re relating to all of your people fairly. Rather than speculating about personalities, analyze how disharmony is hurting the unit and how you can reverse it.

Clear the air. Call a meeting with the combatants to get the problem into the open.

Address the causes of conflict. People may be fighting over scarce resources, perceived or real inequities. Or they may be bored. Ask for constructive suggestions on how to proceed.

Help workers communicate. In private meetings, coach employees in the skills they need to get along better. Help them describe their feelings about co-workers’ actions in an unthreatening way. Show them how to ask questions and listen carefully.

-- Tribune Content Agency