Managing Conflict Within the Team
Evaluates your ability, as a manager, to spot, understand and resolve conflicts between members of your team, remaining impartial, fostering shared solutions and deciding or escalating when the situation requires it.
A conflict management test for managers assesses how someone steps in when members of the same team are at odds. The person in charge is not just another colleague: they need to pick up on signs of tension, hear everyone out without taking sides, help those involved work towards a way out and, at times, make the call themselves or escalate. A dispute left unaddressed eventually affects service quality, the overall atmosphere and trust in management.
The situations cover the full life of a conflict: early warning signs, open quarrels, rumours and cliques, mediation that goes nowhere, an agreement that has to hold. This online test is aimed at current managers, people taking over a team that is already divided, and recruiters who want to make sure a future manager can keep their department together.
What this test measures
- Reading the first signs of tension between colleagues and choosing the moment to act
- Impartiality towards parties with different personal ties, seniority or results
- How separate or joint discussions are run to bring out a shared solution
- The ability to decide, correct or escalate when a dispute goes beyond ordinary disagreement
- Following up on an agreement over time and dealing with its effects on the rest of the team
Examples of situations in the test
- 1Two department heads in a hypermarket whose dispute has ended up splitting their respective teams
- 2A hybrid team at a market research firm where on-site staff and remote workers blame each other for being unavailable
- 3A new manager in local government who inherits a long-running conflict his predecessor never dealt with
- 4An argument between two laboratory technicians that breaks out within earshot of patients
About this test
This test uses situational judgement tests (SJT), true/false questions and prioritisation exercises to assess your real behaviours. Each answer is weighted: there is no obvious "wrong" answer.
How to read your result
High result
A high level corresponds to a manager who steps in at the right time, stays fair to everyone involved and knows when to move from facilitating to deciding, for the sake of the team or of an individual.
Result to develop
A more modest score may reflect difficulty finding the right moment to step in or staying equally distant from everyone involved. The report locates the stages of a conflict where you are least comfortable and suggests practices to try.
Roles where this skill is decisive
- Head of department
- Site director
- Operations manager
- Laboratory manager
- Construction site manager
- Human resources manager
Who is it for?
Candidates & Professionals
Assess your behavioural skills through realistic scenario-based questions. Get a detailed AI report on your strengths and development areas.
Recruiters & HR
Integrate this test into your selection process to objectively assess your candidates' soft skills.
Frequently asked questions
How does it differ from the disagreement management test?
The disagreement management test looks at how someone handles their own differences with colleagues. This one takes the manager's point of view: the conflict is between other people, and it is up to the manager to understand it, bring the parties together, decide or escalate. The expected stance and the levers available are therefore different.
Does the test cover harassment situations?
Some situations go beyond an ordinary dispute, such as repeated belittling remarks or persistent messages sent to a colleague. They show how the candidate approaches these more serious cases, where the stakes reach beyond the relationship between two people. The test remains a behavioural assessment tool and does not replace legal advice or the organisation's internal procedures.
How can it be used to hire a manager?
When an organisation adds it to a recruitment campaign, every candidate faces the same kinds of team disputes. The AI-generated behavioural report brings out strengths and areas for development, which helps steer the interview towards concrete cases: a contested ruling, a divided team, an agreement that falls apart.
How many questions are there?
Twenty questions are drawn at random from a larger bank, to be completed in 35 minutes. They combine workplace scenarios, true/false statements and prioritisation exercises, with weighted answers rather than a single obvious right one. You need to be signed in to start, and the test is available in French, English and Arabic.