Many business owners hope tension between colleagues will sort itself out. It feels awkward to step in, you did not cause the issue, and you already have enough on your plate. But small conflicts rarely settle quietly. They tend to grow, distract the team and drain your time.
This post highlights early signs of low level conflict, why waiting is risky, and how simple, informal action often prevents bigger problems later.
Early conflict signs
Conflict often starts as subtle, repetitive behaviours that gradually undermine teamwork:
Tension in meetings, with conversations feeling strained
Short or dismissive comments
Avoidance of informal chats or certain tasks
Unanswered emails or a sudden shift in tone
Someone feeling left out of decisions or undermined
Individually, these seem minor. Over time, they create far more disruption than expected.
Why business owners avoid the middle
You did not create the issue and you are trying to keep the business running. Avoidance often comes from:
Different versions of events
Emotions getting in the way
The difficulty of staying neutral
The sense that stepping in will take time you do not have
These are understandable reasons to delay, but delay is usually what lets the issue escalate.
Why waiting makes it worse
Unresolved tension tends to:
Reappear in a more serious form
Spread to others
Damage morale and productivity
Take longer and cost more to fix once it escalates
Hoping it settles on its own is usually the riskiest option.
You do not need a label to act
Not all conflict is the same. Some situations clearly involve bullying or harassment. Others sit in a grey area but still cause harm. You do not need to categorise behaviour to take action. Focus instead on whether it undermines, excludes or creates ongoing tension.
Why early informal action helps
Early action is not about starting formal procedures. Informal steps often work because they:
Stop issues from escalating
Protect working relationships
Reduce the likelihood of grievances or disciplinary processes
Limit the impact on the wider team
Handled early, issues are usually quicker and easier to resolve.
Quick sense check
Consider these questions:
Are small, unhelpful behaviours repeating?
Have you or your managers been avoiding the issue?
Are emotions increasing rather than settling?
Is it hard to stay neutral because you know one or both people well?
Would an early, informal conversation or external support ease the pressure?
These questions are for reflection, not to diagnose the situation.
How an HR consultant helps
An external HR consultant brings a neutral, calm perspective. They can:
Create space for both people to be heard
Spot when behaviour is becoming more serious
Support informal conversations that resolve issues early
Remove you from the middle so you can focus on the business
The outcome is practical: protect your team, reduce risk and ease the pressure on you.
If ongoing tension is beginning to affect the business, acting early is often the simplest way forward. For a confidential conversation about your situation and how to resolve it, get in touch. I can support you as an outsourced HR consultant in London.
Taurus HR & Employment Law cover the whole of England.
Areas we cover near London include:
Battersea
Chelsea
Westminster
Belgravia
Hampstead
Woking
Hammersmith
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