First of all, I am empathetic with them, and I try to make them see that there is no distinction between colleagues and that at that moment we have to work like that, so that they do not take things badly and that they do not create misunderstandings.

When the allocation of resources seems unfair, tension in the team grows. This is a law that always works, you see that discontent is accumulating, and key specialists are beginning to think about leaving. This is especially dangerous in virtual teams, where understatement increases conflict. One wrong step and emotions flare up, interfering with a rational dialogue. But there is a solution. I always suggest mediation. The mediator ventilates emotions, separates people from the problem and finds a way to mutual understanding, taking into account the cultural characteristics of each. Quick dispute resolution is the key to maintaining the trust and effectiveness of the team. Mediation is not an expense, but an investment in business success.

in response to the feelings of team members who feel underappreciated in the sharing of resources, i believe it is important to promote open and transparent communication as a key foundation in resolving long-term conflicts. valuing human resources means understanding each individual's needs and contributions fairly, so that they feel valued and motivated. by establishing ongoing dialogue and involving all parties in decision-making, organizations can create effective and efficient solutions, minimize tensions, and strengthen teamwork for sustainable mutual success.

Addressing similar concerns requires active listening, empathy, and clear communication. I begin by ensuring I fully understand the concern by asking questions and encouraging the person to share their perspective. Listening without interrupting helps build trust. I then acknowledge the concern, validating the person’s feelings or frustrations, which makes them feel heard and respected. Next, I provide a clear, transparent response, outlining steps for resolution and managing expectations. If it’s an ongoing concern, I follow up regularly to ensure it’s being addressed and offer support when needed.

To effectively address concerns about resource distribution where team members feel undervalued, prioritize open communication, transparent decision-making, actively solicit feedback, and implement a fair allocation system based on workload and project needs, while ensuring everyone understands the rationale behind resource allocation; this can involve regular team meetings, individual discussions, and actively adjusting resource distribution as necessary to address concerns and foster a sense of equity.