HR Management & Compliance

When Two Employees Hate Each Other

By Dan Oswald
President, M. Lee Smith Publishers

Just My E-pinion

What do you do when you have two employees who hate each other? In today’s Advisor, M. Lee Smith Publishers LLC president Dan Oswald shares his thoughts—and his solution.

In a recent meeting I asked about employees who hate each other. I got a few chuckles and wisecracks, but I was serious—I’ve seen workplaces in which employees couldn’t stand each another and it got in the way of productivity.

So I went back to my office and Googled it. Well, technically I searched on “employee dislike coworker.” (Hate is such a strong word.)

Obviously, I’m not the only one thinking or writing about this. My search results included page after page of links to information about employees’ dislike of their coworkers. The top result was “10 Surefire Ways to Get Your Coworkers to Hate You.”

So employee dislike for one another doesn’t appear to be an isolated issue. That shouldn’t be surprising. Put dozens, hundreds, or even thousands of people in the same building and not everyone is going to get along.

But I’m not just talking about an employee not caring for a coworker. I’m talking about coworkers who actively dislike each other and it’s apparent in the workplace. They treat each other rudely and are unwilling to work together productively. They might even actively work to sabotage one another.

See what everyone’s talking about! Check out BLR’s remarkable everything-you-need-for-HR website,, at no cost or risk, and get a complimentary special report! Get more info.

Hundreds of business books have been written extolling the benefits of collaboration and teamwork. We constantly hear about the importance of team chemistry in both sports and business. Here’s what Dr. Scott Williams of Wright State University said about team chemistry in his free newsletter LeaderLetter.

Team chemistry is the composition of a team and the relationships among team members. Good team chemistry helps a team achieve its goals, and it results when (a) a team has members who possess the right competencies and (b) they work effectively together to achieve synergies. We most often notice that a team has poor chemistry when the members are talented but fail to work well together to make the most of their abilities. For instance, team members failing to play roles that their teams need someone to play or engaging in unproductive conflict are examples of problems with team chemistry.

I think Dr. Williams nailed the issue I’m talking about when he wrote, “engaging in unproductive conflict” causes problems with team chemistry. And if team chemistry is what helps the team be productive and achieve its goals, then two employees who hate one another is going to affect the results of the team.

So what do you do when you have two employees, both talented contributors, who can’t stand one another but their jobs require them to work together? You can’t make them like one another, but you can demand that they find a way to work together productively. And if they either actively or passively refuse? Then either one or both need to go.

One could argue that both need to be dismissed since they’re both contributing to the problem. But if they are both talented contributors, as I said, then retaining one might be the best thing for the business. Removing one of the two eliminates the issue, while still allowing you to retain the more valuable employee.

Have you road-tested the biggest bargain in HR? Try at no cost or risk and receive a special report that’s yours to keep no matter what you decide. Get the details.

If you haven’t faced this issue yet as a manager, I’d argue it’s only a matter of time. Ignoring it will lead to big problems as the other employees line up behind one or the other of their coworkers who are engaged in the feud. And, like the Hatfields and the McCoys, they may not be sure why the feud began, but they’ll be a part of it.

So make sure you meet this issue head on, even if it means you lose a talented employee—or two.

Readers, what’s your technique for dealing with two employees who “hate” each other? Click “Share Your Comments” below.

Dan Oswald is president of M. Lee Smith Publishers. His remarks first appeared in his blog, The Oswald Letter. You can sign up to receive The Oswald Letter via e-mail here.

For your convenience, here’s a list of the top 5 most popular articles on the HR Daily Advisor website so far this month.

3 Worst Mistakes Managers and Supervisors Make
They say the perfect business has no managers, no supervisors, and no employees. Unfortunately, your business isn’t perfect, and you have to deal with managers and supervisors who will make today’s “worst mistakes” if you don’t train them.

Religious Accommodation Requests—Deal Delicately, But Deal
Requests for accommodation on religious grounds are often tricky—What’s a belief? What’s a religion?—but they’re going to come up and you’ve got to deal with them. Attorney Regina Petty has tips.

Worst Mistake #3—Missing Basic Wage/Hour Requirements
In yesterday’s Advisor, we covered the first two “Worst Mistakes Managers Make.” Today, the third worst mistake, plus an introduction to a very effective 10-minutes-at-a-time training system for managers and supervisors.

CEO’s In-Box Could Spell Danger for HR
Eighty-nine percent of CEOs answer employees’ e-mail personally, according to a recent survey of The Business Roundtable, an association of CEOs of leading U.S. companies. Great, but there are dangers for HR, warns HR Hero’s Technology for HR guidebook.

Paid Time Off—How’s It Working? Let’s Find Out
Instead of designating employee paid time off as vacation days, sick leave, and such, many employers have started to lump it together and simply call it paid time off, or PTO for short. But there are pros and cons.

More Articles on E-pinions