Dealing with Staff Conflict in your Early Years Setting

Practical Strategies for Maintaining Harmony in a Close-Knit Childcare Team

Staff conflict can occur in any workplace, but in early years and childcare settings, it often feels even more personal due to the close, collaborative nature of the work, the emotional investment in the wellbeing of the children, and the high level of teamwork required. While occasional disagreements are inevitable, unresolved conflict can undermine morale, disrupt routines, and impact the quality of care provided.

In this blog, we’ll explore the unique challenges of managing conflict in early years and childcare environments, and I’ll offer practical guidance for nurturing a supportive team culture.

Understanding the Root Causes of Conflict

In early years settings, staff frequently juggle multiple tasks, work under tight schedules, and are committed to fostering positive outcomes for children and families.

These pressures can sometimes lead to misunderstandings and tension.

Common sources of conflict include:

• Role ambiguity: Unclear responsibilities or overlapping duties on the floor can cause friction between practitioners.

• Resource constraints: Competing for limited resources such as play materials, classroom space, or planning time can create tension.

• Passionate approaches: Staff often have strong beliefs about the “right” way to care for and educate young children, which can sometimes clash.

• Communication breakdowns: Busy routines can lead to assumptions, miscommunication, or lack of clarity about changes in schedules or children’s needs.

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Early Intervention is Key

In a small childcare team, unresolved issues rarely go unnoticed for long. Tackling concerns early prevents them from escalating and helps maintain a positive atmosphere for staff, children and parents.

Encourage a culture where team members feel comfortable raising issues, and where managers or room leaders respond sensitively and promptly. Addressing concerns quickly helps protect the safe, nurturing environment children rely on.

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Effective Communication Strategies

Clear, respectful communication is essential in resolving conflict and modelling positive behaviour for children.

Here are some useful tips:

• Listen actively: Allow each colleague the opportunity to share their perspective without being interrupted.

• Clarify and summarise: Repeat what you’ve heard to check you’ve understood correctly and avoid assumptions.

• Use ‘I’ statements: Encourage staff to express their own feelings and experiences, e.g. “I feel rushed during the transition to outdoor play.”

• Keep it private: Address sensitive matters in a confidential space, never in front of children, parents, or other staff.

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Involve a Neutral Party When Needed

If talking things through one-on-one doesn’t resolve the issue, it may help to involve a committee member/trustee if a charity managed setting or an external mediator. Their role is to facilitate a fair discussion and help find a solution that puts the needs of the children first.

Need a devil's advocate? Get in touch to see how I can help.

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Set Clear Policies and Expectations

Having up-to-date, well-communicated policies around behaviour, communication, and grievance procedures is vital. Even in small settings, it’s important these policies are regularly reviewed and that all staff are familiar with them. This provides security for everyone and ensures that conflicts are handled consistently and professionally.

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Foster a Positive Culture

Proactive team-building—whether through regular staff meetings, informal catch-ups, or shared planning sessions—can help build trust and mutual respect.

Recognising good work, supporting professional development, and celebrating successes contribute to a happy, motivated team. Small gestures, like sharing a cup of tea after a busy morning or leaving notes of appreciation, can make a big difference.

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When Conflict Persists

Sometimes, despite everyone’s best intentions, conflict may persist. In these cases, follow your setting’s formal disciplinary or grievance procedures. Seek support from your committee, trustee board, or an external HR adviser if needed.

Above all, act fairly and consistently, ensuring the wellbeing of both staff and children remains at the heart of every decision.

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Final Thoughts

Dealing with staff conflict in early years and childcare settings is never easy, but with early intervention, clear communication, and robust policies, it is possible to resolve disputes constructively.

By fostering a positive and supportive culture, even challenging situations can become opportunities for growth, learning, and ultimately, better outcomes for the children in your care.