Pienso que crear un entorno laboral inclusivo y equitativo hace que haya un ambiente de aceptación, unión y trato justo entre los integrantes. Esto hace que las críticas no sean vistas como algo negativo, sino que son una muestra de que algo está yendo incorrectamente, lo cual abre camino a que las partes puedan conversar abiertamente, para así entender y se pueda llegar a un entendimiento que sea satisfactorio para el equipo.

In intercultural international teams, the presence of a mediator should be mandatory, this is my opinion. Cultural differences in a team are an unavoidable reality of modern work, and they cause misunderstandings. For example, an employee may feel unfairly criticized by a colleague, and differences in communication style are perceived as a personal attack. In such cases, it is important to prevent an escalation of the conflict in time. Involving a mediator helps to create a safe space for conflict discussion where each side can express their feelings and explain their position. An experienced mediator not only helps to restore mutual understanding, but also teaches the team to take into account each other's cultural characteristics.

Address the issue swiftly yet diplomatically. Encourage the employee to express their concerns privately. Acknowledge their feelings and gather facts objectively. If appropriate, facilitate a calm conversation between both parties, focusing on behaviors, not personalities. Encourage constructive feedback, emphasizing intent over impact. Reinforce a culture of respect — set clear expectations for professional interactions. If needed, mediate or involve leadership for resolution. Encourage resilience: “Criticism, like rain, should be gentle enough to nourish growth without destroying roots.” (Frank A. Clark). Ultimately, the goal is harmony — aligning perspectives while maintaining team morale.

dealing with a situation where an employee feels unfairly criticized by a colleague requires an approach that emphasizes human values, particularly respect for dignity and open communication. in the long run, the most effective way is to build an organizational culture that supports constructive dialogue and empathy, so that conflicts can be resolved in a healthy and productive way. management should encourage training in communication and conflict resolution skills, and provide space for employees to express their feelings without fear of judgment. thus, working relationships become more harmonious and team performance improves sustainably.

One thing I do is trying to understand my team mate motivation and arguments, usually tensions arise for lack of empathy. Many times conflicts are a golden opportunity to improve processes, for example, if conflicts arise in a code review, it is an opportunity not just to settle the conflict but establish a process to move forward, for example adding a linter to check static and style checks.