What to Do When Your Marketing Team is at War: A Survival Guide for Leaders

Let me set the scene: You’re the marketing lead, juggling campaigns, deadlines, and strategic visions. Then, BOOM! Two team members are at each other’s throats, vying for your attention like it’s an Olympic sport. Each comes to you separately, trash-talking the other, insisting their contributions are superior, and—wait for it—demanding a higher salary because they’re “clearly more valuable.”

If this sounds familiar, you’re not alone. It’s the ultimate leadership stress test. How you handle it will either solidify your reputation as a decisive, fair leader or leave your team in shambles. Let’s unpack this mess together and figure out a way forward.

Step 1: Don’t Take the Bait

First rule of conflict resolution: Stay neutral. The moment you take sides, you’ve lost. Listen to each person’s perspective without judgment, but don’t let their emotions dictate your response. Your job isn’t to play referee; it’s to lead with clarity and fairness.

Think of yourself as the rock in a storm. If you let their frustrations pull you in, you’re just adding fuel to the fire. Instead, stay calm, focused, and committed to finding a solution that benefits the team as a whole—not just the loudest voice in the room.

Step 2: Get to the Root Cause

Here’s the thing about workplace conflict: It’s rarely about what it seems. Are they really upset about each other’s salaries, or is this about recognition, insecurity, or clashing work styles?

Schedule one-on-one conversations to dig deeper. Ask questions like:

“What do you feel isn’t working in your collaboration?”
“What specific changes would help you do your best work?”
“How do you think we can create a more productive environment?”

You’ll likely discover that the problem isn’t as black-and-white as it seems. Understanding the root cause gives you the clarity to address the real issue—not just the symptoms.

Step 3: Set Clear Expectations

When conflict arises, it’s often because expectations aren’t clear. Maybe one person feels they’re carrying more weight, or maybe their roles overlap, creating tension. It’s your job to define boundaries and responsibilities so everyone knows exactly what’s expected of them.

Create a roadmap that outlines:

Individual responsibilities and goals.
How success will be measured for each person.
How collaboration should work, including communication norms and conflict resolution protocols.

Clarity is a conflict killer.

Step 4: Address the Salary Drama

Ah, the salary debate—the most uncomfortable part of the whole situation. Here’s how to handle it like a pro:

Base decisions on data, not drama. Use objective performance metrics, market benchmarks, and company policies to assess whether a salary adjustment is warranted.
Communicate transparently. Explain your decision-making process to both parties, emphasizing fairness and consistency.
Separate performance from conflict. If someone deserves a raise, they should get it—but not as a reward for complaining about their colleague.

Step 5: Be Ready to Make Tough Calls

Sometimes, despite your best efforts, the conflict won’t resolve. Maybe one person refuses to change, or the tension is so toxic that it’s dragging the whole team down.

In these cases, you need to be prepared to make a drastic decision:

Mediation: Bring in a neutral third party to facilitate a resolution.
Role Reassignment: If the conflict stems from overlapping responsibilities, consider reshuffling roles to minimize friction.
Letting Someone Go: If one person is consistently undermining team dynamics and refusing to adapt, it might be time to part ways.

Remember, your responsibility is to the team as a whole—not just to individual egos.

Step 6: Foster a Culture of Respect

Prevention is always better than cure. Use this conflict as an opportunity to reinforce your team’s values and build a culture where respect, collaboration, and constructive feedback are the norm.

Set the tone by modeling these behaviors yourself. Recognize and reward teamwork. Create channels for open communication. And most importantly, make it clear that toxic behavior won’t be tolerated—no matter how talented someone is.

Conclusion: Leadership is Messy—Embrace It

Here’s the hard truth: Being a leader isn’t about avoiding conflict; it’s about facing it head-on with courage, fairness, and empathy. When your team sees you handle tough situations with grace, they’ll respect you more—and they’ll be more willing to step up themselves.

So, take a deep breath. You’ve got this. And remember, every challenge is an opportunity to grow—not just for you, but for your entire team.

by Martin Pino