To mediate the issue, first identify each team member's duties and responsibilities. Determine the overlapping duties and their impact. Facilitate an open discussion to better grasp everyone's issues and viewpoints. Redistribute duties according to individual strengths and priorities. Establish clear expectations and boundaries to foster collaboration and teamwork. Create a transparent tracking system to measure progress and avoid future overlaps. Provide ongoing assistance and feedback to enable successful execution and a happy remote working environment.

Conflict in any team is an opportunity, and at some point meetings turn into a showdown rather than a search for solutions. However, if the conflict is not resolved quickly, it will escalate, turning into a protracted struggle for influence and resources. It is necessary to organize an open dialogue with clear rules of interaction. A neutral discussion space where people can hear. And, most importantly, an independent mediator who helps to find a solution to the conflict. Mediation is not a cost, it is an investment in the team. In her productivity, in the speed of her decisions, in the confidence of her clients. Being able to resolve conflicts quickly is a competitive advantage for a project.

When a remote team clashes over overlapping tasks, a leader must step in with clarity and empathy. Start by creating a neutral space — a virtual meeting where each member can voice their concerns without interruption. Actively listen, not just to what’s said, but to what’s unsaid — the frustrations, the fears. Then, zoom out: clarify roles, realign priorities, and establish a shared understanding of who owns what. Use collaborative tools to track tasks transparently. Finally, shift the focus from blame to solutions, reinforcing that the team’s strength lies not in individual wins, but in collective progress.

i believe that in dealing with conflicts due to overlapping tasks in remote teams, the most effective and efficient approach is to prioritize the value of human resources, especially open communication and respect for each individual's role. by building an atmosphere of mutual respect and active listening, we can identify the root of the problem without blaming certain parties. furthermore, implementing a clear and transparent task-sharing system and involving all members in decision-making will strengthen the sense of shared responsibility. this approach not only resolves short-term conflicts, but also strengthens long-term cooperation and productivity in the organization.

I’ve been in this situation before, and honestly, most of the time, it’s not about the tasks—it’s about people feeling like their work isn’t being recognized. First thing I do is get everyone talking. A quick call to clear the air usually helps more than endless messages. Then, I break down who’s responsible for what so there’s no confusion. If overlap is unavoidable, I make sure there’s a simple way for them to coordinate instead of stepping on each other’s toes. End of the day, it’s not about fixing tasks, it’s about making sure people feel heard. Anyone else had to deal with this?