Team conflict is an inevitable part of any workplace, and veterinary practices are no exception. In fact, according to the Australian Institute of Management (AIM), managers typically spend between 30 and 50 percent of their time addressing workplace conflict. For leaders in veterinary clinics, where the demands of patient care, client interactions, and team collaboration often collide, conflicts can arise even in the most cohesive teams. While unresolved conflict can disrupt workflows, morale, and productivity, it also presents a valuable opportunity for growth. When managed effectively, conflict can foster stronger collaboration, drive innovation, and build trust within the team. By adopting the right approach, leaders can transform conflict into a tool for strengthening team dynamics and achieving better overall outcomes.

Recognising the Signs of Team Conflict

The first step in managing team conflict is recognising the signs early. Disagreements, communication breakdowns, or subtle changes in team behaviour—such as avoidance or reduced collaboration—are red flags leaders should not ignore. Allowing conflicts to fester can result in a toxic work environment, decreased productivity, and even higher staff turnover.

Signs of Team Conflict to Watch Out For:

• Increased tension or frequent disagreements during team interactions.
• Avoidance of certain team members or tasks.
• Reduced collaboration or reluctance to share information.
• Noticeable changes in mood, such as frustration or withdrawal.
• Declines in productivity or engagement.
• Complaints or concerns raised about workload fairness or communication.

For example, a veterinary nurse managing an overwhelming caseload might feel unsupported, while a veterinarian focused on clinical priorities may remain unaware of the nurse’s frustrations. Proactively addressing these tensions fosters a culture of openness and mutual respect, preventing long-term issues.

Practical Tip: Use open-ended questions during discussions to uncover underlying issues. Questions like, “How do you feel about the workload or responsibilities you’re handling right now?” or “Can you share what’s been challenging for you in the past few weeks?” can provide valuable insights and open the door to productive conversations.

Understanding the Roots of Team Conflict

Team conflict in veterinary practices often stems from common stressors such as uneven workload distribution, miscommunication, differing work styles, or conflicting behavioural styles. To address these issues effectively, leaders must dig deeper to uncover the root causes rather than merely treating surface-level symptoms.

Structured conversations—both one-on-one and in group settings—are invaluable tools. These discussions allow team members to share their perspectives openly while enabling leaders to identify recurring patterns. Active listening is critical during these interactions. By focusing on understanding rather than defending or dismissing concerns, leaders create a foundation for meaningful resolution.

Strategies for Resolving Team Conflict

1. Establish Communication Ground Rules

Set clear expectations for respectful communication within the team. Create a safe space where all voices are heard without judgment. Tools like team agreements or conflict resolution frameworks can help structure these conversations and ensure productive outcomes.

Practical Tip: Encourage team members to use “I” statements rather than “you” statements during discussions. This helps focus on personal experiences and feelings, reducing defensiveness and promoting more open, constructive conversations.

Related:          5 Winning Strategies to Master Difficult Conversations with Your Team

2. Encourage Collaborative Problem-Solving

When conflict arises, focus on problem-solving rather than assigning blame. Facilitating brainstorming sessions can help teams identify solutions together, fostering a sense of ownership and unity. For more complex interpersonal dynamics, consider bringing in an unbiased third party, such as a manager or professional mediator, to guide the conversation.

Practical Tip: During brainstorming sessions, use tools like whiteboards or sticky notes to ensure all ideas are visually represented and valued.

3. Clarify Roles and Responsibilities

Misunderstandings often arise from a lack of clarity. Ensure everyone understands their roles, responsibilities, and expectations within the team. Regular check-ins and clear protocols can significantly reduce confusion and frustration.

Practical Tip: Develop clear, detailed role descriptions for each team member that outline key responsibilities and expectations. Ensure these descriptions are easily accessible and regularly updated, so everyone has a clear reference point for their role within the team. Consider creating a shared document outlining each team member’s core responsibilities and revisit it during monthly team meetings.

4. Fostering a Positive Team Culture

Preventing team conflict in the long term requires fostering a culture that values collaboration, open communication, and mutual respect. Recognising and celebrating team successes—such as shout-outs during meetings or small rewards—can reinforce positive dynamics. Providing professional development opportunities also helps team members feel valued and supported.

Equally important is modelling positive conflict resolution as a leader. Demonstrating empathy, active listening, and a solutions-focused mindset inspires your team to approach challenges constructively. When leaders create an environment where conflict is seen as an opportunity to grow, the entire team benefits.

Practical Tip: Implement a “kudos board” in your practice’s staff room where team members can publicly acknowledge each other’s efforts.

Related:  Building a Thriving Veterinary Team:  The Key to Success Lies in Culture

Conclusion

To successfully navigate team conflict, it’s essential to not only address immediate issues but also create an environment that encourages open communication and mutual respect. By recognising the early signs of conflict and implementing structured, empathetic strategies, veterinary leaders can help their teams grow stronger through challenges. With the right framework in place, teams can develop a proactive approach to conflict, turning what could be a disruptive force into an opportunity for growth and collaboration. By fostering a culture of support, clear expectations, and continuous improvement, you can empower your team to work through challenges effectively and build a more cohesive practice.

Navigating team conflict doesn’t have to be daunting. At Crampton Consulting Group, we specialise in leadership training designed specifically for veterinary practices. Our training programs and coaching programs provide practical tools and strategies to build stronger, more collaborative teams. Ready to transform team conflict into a driver of success? Contact us today to learn how we can support you and your team!