Conflicts are inevitable. Having different goals and styles can actually promote innovative solutions, creativity, and help bring about change. However, negative results happen when conflicts are associated with blame, anger, and grudges. No matter what the source of the conflict is, resolution before the situation escalates is essential.
There is a way to resolve conflict while preserving the dignity of all parties, avoiding forced and insincere apologies, committing to improving relationships and developing an accountability process. When addressing conflicts, a key step is focus on the issue, not the person.
You can start by engaging each person separately so they can give you their ideas for working together professionally. As a Manager or Supervisor, your task is to make sure they both provide strategies that address the existing and potential issues that may get in the way of working together professionally. You can then blend the best ideas into one agreement, which both parties will be required to sign and adhere to going forward.