Project managers must handle team member issues amicably while maintaining objectivity. My approach would be to listen to the parties involved without bias, separately if needed, to fully understand the issue at hand. It is crucial to be neutral, actively listen, and in the end, make the course of action clear. Setting ground rules, encouraging positive discourse, and providing assistance are crucial first steps. Ensuring responsibility and resolution requires following up and, if necessary, obtaining outside assistance, from HR or a third-party company. This strategy creates a productive workplace that encourages cooperation and achievement.

I agree that while personal issues ideally shouldn’t affect the workplace, they sometimes do. when they do, the project manager needs to act quickly but carefully. In my approach, I believe in setting the tone early by fostering a respectful, communicative team culture from the beginning. If a conflict arises, I’d first talk to each person privately to understand their perspective without assigning blame. Depending on the nature of the issue, I might then bring them together in a structured, mediated conversation. Documentation is important, as wk46 mentioned, especially if the problem escalates or starts to affect performance. However, I’d try to avoid reassignments or HR involvement unless other methods fail. At the end of the day, we’re all working toward a common goal, and sometimes just being heard is enough to defuse a situation