Conflict management begins by separating the disputed facts from the interests behind each position. A disagreement about a deadline may actually concern workload, unclear responsibility or a promise made without consultation.
Ask each person to describe a concrete incident and its effect. Agree on which facts need checking before discussing a solution. Use a neutral facilitator when the manager is part of the conflict, and follow the relevant process for harassment or other serious conduct concerns.
Write down the agreed change, who will make it and when its effect will be reviewed. Follow-up should check whether the behavior or working arrangement improved, rather than simply asking whether people now get along.
Open Sources Used
This page uses open and institutional references as a frame; the final decision still belongs to the company record, threshold and owner.
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Reading adjacent decision areas keeps the topic from becoming an isolated note.