Common Sources of conflict in Virtual teams

1. Poor Communication:
This is one of the leading causes of conflict between employees in the workplace. Poor
communication can come from employers or between employees and can include
misinformation, noise in information and comments out of context. This problem could be
resolved by setting ground rules, regular feedback, clear communication protocols, and
team-building practices.
A conflict arises due to how strongly one opposes other team members' ideas and feels they
have the best idea for the organisation. A unilateral decision with proper communication can
help solve this conflict.
2. Personality and values clashes:
Conflicts arise when employees don’t understand and accept differences in others. In today's
VUCA world, it's even more critical to honour the differences between one another. It is
necessary to Focus on your shared goals at work, find common ground you share and stay
clear of heated conversations. Personal biases and prejudices are also one of the main
reasons employees are preoccupied with preconceived notions. The solution to this is
Negotiation. The team should sit together and figure out the best possible solution.
3. Scarcity of resources and overwhelming workloads:
When companies lack sufficient resources for employees to do their jobs like (budget,
equipment, or office space), pressure to compete for those resources can arise, leaving
some team members feeling unprepared for failure. Or when employees feel their workload
is unbearable or they are being pushed hard to meet the targets. The solution to this
problem is to distribute the workload equally among team members, and this could be
possible by having a proper meeting where every team member contributes and suggests
ideas. There should be an efficient resolution process, transparency in work and regular
assessments.

4. No clarity on roles and responsibilities:

If job descriptions and roles are unclear, people may be stepping on one another's toes
because who does what was never clear. Or activities in which one person assumes 'the
other person' was responsible for it. There would be a game where everyone tries to blame
others and play safe.
It is very important to have a team charter with clear roles and responsibilities and a RACI
chart (Responsible, Accountable, Controlled, Informed) to define roles because there is
always one accountable person, but multiple people could be responsible.
5. Time zone differences:
In a virtual environment, there are people from different regions and countries, so
coordinating meetings and deadlines across different time zones can be challenging, leading
to frustration and potential conflicts. Sometimes, there is a working hours mismatch in
which team members might have different working hours, making it difficult to find common
times for collaboration.
The solution to this problem could be to have clear communication protocols, such as setting
expectations for response times, and encouraging video calls when clarity is crucial.
Regarding time zone differences, teams can establish regular meeting times that work for all
members.
6. Technology Issues:
Technology is a crucial part of virtual team collaboration, but it can also become a source of
conflict when it doesn't perform as expected. There could be disparities in access to and
proficiency with digital tools, creating disparities and conflicts among team members. Video
conferencing tools and other Tech software could malfunction due to improper network
connections, which leads to conflict and frustration.
The solution is to regularly update technology and backup contingency plans if there is a
disruption in one medium.
7. Personal Isolation:
Virtual team members often work independently from different locations, leading to feelings
of isolation and disconnection. Employees work from home, so they feel isolated and burned
out because they don't benefit from face-to-face interactions. This can lead to loneliness and
a diminished sense of belonging to the team, and when that happens, there will be a
conflict.
The solution to this Co-location is where employees come together at a particular place and
resolve conflict.

8. Organizational change:
Whenever there is a new change, people resist it because they don’t want to come out of
their comfort zone. They feel that that new change may pose new problems, and there could
be job insecurity, or we can say that they prefer the status quo.
For instance, when there is a merger between two companies, there is a lack of clarity that
can lead to anxiety, stress, and conflicts as individuals seek answers and stability.
The solution is to have clear communication in which change leaders demonstrate the
importance of change. There should be team-building exercises like role negotiation and
role-playing in which people know each other.