Talking things out in person will allow a free-flow of information and prevent misunderstandings, which might occur if you bring up the issue in an email. State the issue you're having, then listen to what everyone has to say.  If you're concerned about having a record of the conversation, you can record it using your phone or a voice recorder. If you aren't the group leader, you may prefer to talk to your group leader before talking to the group as a whole. This may be helpful if you'd rather the leader bring up the issue. Don’t accuse or blame anyone on your team for causing the conflict, even if you believe they did. Instead, keep all of your comments and arguments focused on the issue and how your team can solve it.  If you feel attacked by the other person, don’t respond with your own attack. Say something like, “I’m sorry you feel that way, but blaming each other won’t help us solve the conflict. I’d like to stay focused on solutions.” This way, you show that you’re a professional and care more about the project than your ego. You may not have much control about how the conflict is handled. However, you can control what you say and how you react. Keep your words and actions professional. Even if you think you’re right, it’s still important to hear everyone out. Otherwise, your conflict will continue even after you’ve solved this issue, as you’ll create resentments on the team. For instance, you might host a round-table to allow everyone a chance to speak. Don’t respond to each other until everyone has shared their opinion. to each side of the conflict. Focus on what the other person is saying, not what you will say in response. You may even take notes about what they say. Once they're finished speaking, repeat what they said back to them to make sure you really understand what they’re saying.  In most cases, conflict on a team happens because people have different perspectives and backgrounds. This is actually a good thing! Understanding everyone’s opinion and why they feel that way will help you create a better solution to the problem, which eventually helps your team produce better work.  You might paraphrase their words by saying, “It sounds like you think your part of the workload is too heavy and that the rest of us need to do more.” When group members start to disagree, look for opportunities to get creative or go in a different direction. Let conflict be a trigger for brainstorming sessions, with the goal of choosing the best ideas. Make a habit of saving unused ideas or information for use in the future.  Assume that there’s no one way to do something, even if you feel like your ideas are the best. Keep notes about what comes out during your brainstorming sessions so you can refer back to those ideas later. This will help your team resolve conflicts more easily because people know that their ideas are being valued and may be used in the future. You likely won’t win when there’s a conflict in your group, and that’s okay. Whenever possible, teammates should give and take so that everyone gets to direct the group’s efforts. Be open to a compromise that works best for everyone.  If you can’t compromise due to constraints, offer the team members who aren’t getting what they want something else they want. This way they’ll still feel included on the decision. For instance, let's say 2 team members aren't happy with their job assignments, but it's too close to the deadline to switch roles. Your compromise might be phrased like this, "Although we can't change the roles for this project, Maria and James are going to take the design lead on the upcoming project."
Discuss the issue in person with your teammates. Direct your concern toward the problem, not your teammates. Give everyone a chance to share their opinion if you're a leader. Listen Use conflict to generate new ideas whenever possible. Create a compromise so that everyone feels included.