How to handle employees not getting along in the workplace?

Knowing how to handle employee conflict in the workplace is a valued virtue of superior leaders. That often comes with years of experience, so if you’re not seasoned don’t beat yourself for not knowing how to deal with conflict between employees.

Luckily, we got a handful of managers and business owners to speak about their experiences with employees not getting along. They provided precious advice and practical tips on how to deal with them.

Get them to know each other

I used to work at a fintech startup in San Francisco where I was in charge of building the company’s remote team in Europe. One of my first hires was a 17-year-old coding prodigy in Belgrade, Serbia. 

It soon became obvious, unfortunately, that there was a lot of resentment from the core engineering team in California. Our guys with advanced degrees from MIT and Princeton who had worked in Big Tech before were not taking the kid seriously at all, even though he was absolutely their equal when it came to technical capability. 

I ended up resolving the standoff by making an arrangement with our VP of Engineering to fly the new hire to SF for a couple of weeks so the on-site engineers could get to know him well as they paired up on coding tasks at our headquarters. All mistrust melted away in a day or so.

Give them space, literally

When employees don’t get along, it may be difficult to see exactly where the problem lies. That’s why a little space can often do wonders. If you have multiple projects going at the same time, try to divide your employees who aren’t exactly hitting it off. Even if they’re still in the same office or just on other sides of the room, being able to work with other team members might give them a much-needed break. 

But, if the problem still persists, you may need to speak with them about how important your company culture is, and why you require a peaceful, nurturing environment.

Stay neutral, but not indifferent

Being the head of the marketing team, I often have to deal with situations where team members have disagreements and conflicts with each other. Here are my insights on how to handle employee conflict in the workplace: 

• I don’t intervene if not necessary. I want my employees to be self-sufficient so I always encourage open communication and resolution among the employees involved. 
• I confront at the right time. If you keep ignoring the conflict for too long, it can allow it to fester.
• I stay neutral and listen to both sides so that I can assess the situation. Once I have uncovered the underlying problem, I try to find a solution by involving the employees that had the conflict. Together we find the common areas of agreement, and determine the actions to be taken by everyone involved. This way, there is no finger-pointing and the issue gets resolved amicably. For example, one time, I had to reorganize teams to give the employees involved time to cool off. It helped in improving the overall workplace dynamic.
• I document all workplace incidents to monitor behavior over time and identify the repeat offenders that may be negatively impacting our workplace

Put technology to good use

We have a flexible start time in our office and we had a situation where two members of our customer booking team preferred to start at different times of the day. One preferred coming in early in the morning at 8am, while the other had to start at 10am due to family commitments. This led to a lot of issues and disagreements between two team members, as the early starter would pick up all of the sales leads that came through the night before.

As a manager, the first thing I did was try not to make the situation worse. I took the time to genuinely listen to both individuals and I encouraged them to discuss the situation as adults, this led to a reduction in tensions. We then made changes to our booking system to allocate overnight leads equally among our sales reps and that eradicated the problem going forward.

Be the mediator and provide solutions

Employee conflicts are a major problem and challenge for companies today and solving them is crucial to workplace productivity and success. Mediating employees not getting along takes valuable time and energy away from a business.

In mediating any dispute or animosity, it’s important to understand where the source of the conflict is coming from rather than the events or manifestation of the disconnect.

After speaking with both employees to better understand the root cause, it’s important to sit both employees down together to review the issues in a productive, solution-oriented fashion. To do this, ask questions that help each employee understand how their actions are being perceived or interpreted. Mediators should follow-up and state opinions, where needed, but focus on less as a percent of the air-time in these conversations and do so to continue to propel the conversation forward or help reveal some of the answers if one side is getting stuck.

In the end, conflict naturally happens all the time at critical junctures but it’s important that it doesn’t linger after decisions are made or it becomes personal. In cases where conflict continues to exist, or there’s a repeat offender, it’s worth considering the employee’s fit at the company if that person is causing managers and other team members to spend so much time having to manage the conflict.

Treat the problem, not the symptom

It is more important to resolve conflict thoughtfully than swiftly. Often managers make problems worse by thinking they need to nip things in the bud thereby dealing with the symptom and not the actual problem. Trying to squash a conflict might suppress an underlying team dynamic that is better addressed. Employees feel a sense of relief when such issues are raised within a safe and healthy feedback loop. It’s normal and natural to have conflict. Normalizing it doesn’t make it such a taboo subject. Rushing the process is what distracts managers from being fully present, which is what conflict resolution requires. It requires people and teams to slow down and give the relationship management the gravitas it deserves.

If managers don’t know how to handle employee conflict internally, then it’s time to bring in an outside trainer or coach, depending on the specific scenario. Coaching costs organizations a lot of money, so equipping HR pros to manage the process is the first step. If there isn’t an HR pro in the company who is trained in conflict resolution or has their ICF coaching certification, then it is a good time to invest in one internally if possible and externally as a second option. 

Sometimes HR pros will hire an external coach as a strategic move, since there is more a sense of confidentiality. Whether or not to choose an internal or external coach is a decision that can be made jointly by the parties involved.

Hire a facilitator as a middle person

We’ve encountered workplace friction of varying degrees over our 17-year history. The most sensitive one had to be when two very valuable employees absolutely had total disdain for each other.

We tried everything. Once peer mediation was not successful, we resorted to physical separation between offices and hired a facilitator to serve as the middle person between the two disgruntled employees. This worked surprisingly well. Thanks to the facilitator, the two team members, though not BFFs, work together surprisingly well now.

Discuss what causes the tension

At a previous company, I had two directs who couldn’t stand to be in the same room. One was a sales representative, the other was an operations specialist and they were in a position where they had to work with each other regularly. 

My approach was to ask them individually what the cause of the tension was from their perspective. From there, I asked each of them if they would be comfortable meeting as a group to discuss everything. They agreed, and I asked them to prepare a list of pain points they would want to review with the other. 

When the meeting came, only one person was allowed to speak and had to indicate when they were finished for the other to respond. This meeting was roughly two hours, but resulted in each direct feeling listened to, validated and understood. They were able to work together swimmingly following this interaction.

Put them together to work on a project

Surprising as it may be, even in a remote business, employees can end up disliking one another. We once had two employees who would report each other for various situations, were constantly quarrelling online and just let their dislike for one another affect their work. 

The way we dealt with it was simple, we held a meeting with the two of them and (in a professional way) told them to act like adults. We then explained that for the next few projects, they would be strategically grouped together to see that they could start acting professionally and maintain a high standard of work. It worked like a charm. 

At some point during their time working together, they realized that whatever it was they were fighting about was silly and they needed to put their differences aside and focus on the job at hand. While I’d like to say they ended up being friends, this is reality and that doesn’t always happen. But I am glad to say they were able to continue working together happily and started to produce much better work going forward. 

Three strikes, and you’re out

Of course, we’ve had employees not getting along. Our company has been operating remotely for years at this point, so communication and team connection is especially difficult. We’ve had several incidents over the years, usually people’s workstyles clashing, or bad communicators coming across as rude to people who were perhaps overly sensitive and took it the wrong way. I treated them with dignity and mediated the conflict with communication. 

I’d say 90% of these are a communication problem that you can solve by discussing more effective ways to communicate. As for the ones that were caused by stubbornness, or toxic personalities, I was not as understanding. We’ve had people outright feuding like children. I’ve been a parent long enough to know when they need a time out. Act like a child, get treated like one. They were asked to take time off to reconsider their behavior. After 3 strikes, you’re out. 

Conclusion

When start hiring staff it’s inevitable that at some point you’ll end up with employees not getting along. So you have to learn how to deal with employees who don’t get along or you’re risking to lose it all. However, not every approach will work so make sure you choose the right one to deal with your employees.

Understanding a global culture

The challenges and benefits of working in this global culture and the effects of a business’ worldview all prove the importance of cross-cultural communication.

Cross-cultural communication refers to the communication between participants from different cultures. Even within the same country, different locations can have cultural differences. Communication styles, standard norms of turn-taking in conversation, and accepted methods of address may all differ. 

So, before getting into the workplace and the effects of cross-cultural communication, it’s necessary to understand cross-cultural communication and inclusion while keeping several things in mind. 

Each of us needs to develop our knowledge and understanding of our own cultural background and biases. Without this understanding, we take many things for granted. This will undoubtedly lead to misunderstandings and misinterpretations. We also need to cultivate open-mindedness of other cultures and ways of doing things. Keeping these points in mind, let’s proceed.

8 aspects that prove the importance of cross cultural communication

For businesses to thrive in the global economy, it’s becoming increasingly vital to be aware of the importance of cross-cultural communication. Those businesses that successfully navigate and harness the differences and similarities between cultures can create more resilient interconnection and interdependence. 

Accordingly, the importance of cross-cultural communication in business plays its role in increasing productivity which helps businesses to thrive and increase their profits. So, let’s go through some of the greatest benefits of improved cross-cultural communication in the workplace and see how they drive success.

Communication and trust

Good cross-cultural understanding improves communication between people from different cultures. Consequently, it fosters greater trust.

When employees or customers are aware of potential differences and similarities, they’re likely to pay closer attention. They’ll think more about what other people are saying and doing. This is important to minimize misunderstandings and to consider what the other side is actually trying to communicate.

When employees or customers demonstrate an understanding of each other’s cultural background, greater trust is built. This creates a feeling of being a team and it enhances collaboration.

Increasing productivity and profits

Improved communication and trust promote greater productivity of all. The improved communication between colleagues boosts productivity in numerous ways, including reducing misinterpretation and a better understanding of strategies and goals.

With greater trust, participants can focus more on their aspect of the common work. All without the worry of whether the other participants are fulfilling the requirements of their respective tasks. Furthermore, greater trust also promotes collaboration and a sense of unity amongst team members.

Incentives

Another reason why cross-cultural communication is important is that it impacts the understanding of the different incentive drives of participants. By applying good cross-cultural understanding, we cater to these various incentives and create an inclusive environment. Consequently, there is an improvement in productivity when the participants are appropriately incentivized.

Appropriate incentives make employees or customers feel more valued because they recognize that attention has been paid to their relevant cultural norms.

Creativity

With a larger pool of cultural influences and views, creativity is improved as well.

Because of the greater variety in cultural influences and views, there are more inputs to any creative endeavor. This cultural diversity is important because it provides a larger selection of possible solutions to any problem or challenge faced in the workplace. 

Also, a better cross-cultural understanding is important to develop open-mindedness. It promotes the understanding that there’s more than one solution that’s suitable for any given situation or challenge.

In today’s rapidly changing markets and fast-paced lifestyles, improved creativity and problem-solving can provide a business with a noticeable edge.

Human resources

The importance of cross-cultural communication and understanding has its part in a business’s human resources department as well. When they have the ability to recruit globally and successfully integrate international talent, a business can make use of the most talented people, irrespective of their location. 

Not only would such diversity improve productivity, but it would also have a positive impact on the company’s image. It demonstrates that they value ability and talent wherever it comes from.

Challenging the status quo

Cultural diversity means that more questions are asked between participants as they seek to ensure effective communication and understanding. This results in the challenging of the status quo which often leads to potential improvements that would have been missed in a monocultural environment.

Moreover, frequent improvements often mean more efficient workflows, which can also drive greater success within the workplace.

Local needs

In utilizing cross-cultural communication and the application of a diverse talent pool, businesses can adapt to regional requirements with greater finesse and understanding. By making use of the relevant knowledge from within their global workforce, they’re better equipped to adapt to and understand local needs, habits, and requirements.

Demonstrating such local understanding could be a primary determiner of success in a local market. By catering to local culture, your business is almost certain to have a competitive edge over any rivals.

A great growth opportunity

While there are numerous challenges that occur when different cultures interact, there is a great opportunity too.

Ideally, the development and implementation of cross-cultural communication should take place from the top of the organization. When the leaders set an example and demonstrate their awareness and adaptability, they pave the way for everyone else in the organization to follow suit.

The benefits of effective cross-cultural communication, not only toward success and profit, can be immense. It generally outweighs the challenges posed and has major long-term benefits.

To start the development of cross-cultural communication, keep the above in mind. Remember to actively listen to all participants. And, always pause before reacting, in case there has been a cultural misunderstanding.

Conclusion

Society’s integration with technology and the resulting development of global culture has placed greater pressures on business. It highlighted the need for developing and training cultural understanding and the importance of cross-cultural communication. Therefore, breaking the cross-cultural communication barriers in the workplace goes a long way towards increasing success. 

21 business role models who inspire entrepreneurs

You’ll notice this list is made of just as much female business role models as male ones. Sadly, for this to happen we had to make extra effort to get the names of the ladies found below. 

Namely, more than 80 entrepreneurs were eager to share their business role models with us, and only 2 of them had named females that inspire them. In fact, the bigger portion of them didn’t care to look past the most famous billionaires on the planet (Elon Musk and his likes). What was surprising was that even women were dropping this type of names. 

So we had to try again and look specifically for female role models in order to make this list in compliance with our stance for gender equality.

The reason we’re sharing this with you is to encourage you to seek inspiration in the secret powers women in business have just as much as you do in men. You’ll learn so many new business lessons, and find new aspects of business to be passionate about and lead you ahead.

Alan Mulally

My business role model is Alan Mulally. From writing this piece about him a few years ago, I have been lucky enough to start up a relationship with him as he read it a few months ago.

I have had the chance to ask him my question which is, “Why don’t more people run companies like him and other highly successful leaders?” since the things they focus on are almost exactly the same. His answer was that it is hard. You have to be a loving human but also hold people accountable to the standard that was set.

Bill Flynn, Growth Coach/Teacher at Catalyst Growth

Anita Roddick

She’s also very brave in speaking what she thinks and I can see myself in her. In fact, I’ve always dreamt of having a team where everyone can speak their concerns and ideas without feeling bad about it. Anita has always inspired me to be ethical and see the business world in a humanitarian sense. 

If I could still get the chance to meet and ask her a question, it would be, “Would you be pleased to receive a gift box from The Body Shop if you weren’t the founder?”

Valentina Lopez, Co-Founder of Happiness Without

Gordon Ramsay

But nonetheless, Gordon is an entrepreneurial rockstar and has amassed a fortune from his restaurants, TV work and books! I think the thing that inspires me most about his journey is his tenacity and ability to adapt in the face of adversity. He was on a path to become an elite footballer, but after suffering injury, made a change into cooking, and is now one of the world’s most formidable chefs.

He spent hours upon hours, often working late into the early hours of the morning practising his cooking techniques so he could become the best. I admire this work ethic so much, and it inspires me to push through my recent Type 1 diabetes diagnosis aged 33 and continue with business to make it work (despite recent world events).

If I could ask him one question, it would be “How do you motivate yourself to work the long hours, and maintain the quality and enthusiasm that you do?”

Chris Panteli, Founder of LifeUpswing

Marie Forleo

My female business crush is Marie Forleo. I love her for her creativity, vulnerability and her ability to write copy! Marie has taught me the value and skill of being yourself. She dances at the drop of a dime and doesn’t care who’s watching. I, myself, also like to shake a leg on the dance floor. The way she has been able to grow her business, offerings and followers has been magical. She also gives away a ton of valuable content for free. And every episode of Marie TV is a burst of energy.

I would ask her, “How did you find your Niche? What one thing were you judged for that turned out to be your Super Power? What was one thing that they told you not to do, that was just what needed to be done? Would your 6 year old little girl be proud of who you became?”

Tajuana Hill, Owner and Operator at Mimosa and a Masterpiece

Robert Kiyosaki

When I graduated I didn’t get a job and started my own business. I had read all his books and audio programs and one of the things that stuck with me was that you don’t get rich buying shares, you get rich selling shares. What he meant by that was build a business and sell the shares. 

20 years after that seminar and one of my businesses is about to IPO on the Australian Stock Exchange. I stopped my operational capacity at that business 2 years ago also taking his advice to use your business to buy property. I am now flipping houses and building a rental portfolio to create passive intergenerational wealth. 

I actually did meet him again 2 years ago at the New Orleans Investment Conference. I didn’t ask him a question, I just thanked him for everything he had done for me.

Steve Keighery, Founder of Home Buyer Louisiana

Rachel Hollis

Rachel Hollis is my favorite business role model because of how raw and real she is. We’ve never met, but I feel like I know her and that she cheers me on my journey.

She’s taught me to stay true to my authentic self. She reminds us just how capable we are on reaching our goals. She’s taught me that it’s okay to be vulnerable on your entrepreneurial journey.

Rachel has a tattoo on her wrist that says “mogul”. Her story has reminded me that we all have to start somewhere. She’s struggled and has had her own setbacks, yet she’s still succeeding. She owns her own company, is a best-selling author, and hosts conferences on tour. She’s a huge inspiration to women all over the world.

If I could ask Rachel a question, I’d ask her how she attains a healthy work life balance? She has four kids, multiple businesses, and constant press and media tours. As someone whose business is growing, I’d like to obtain a healthy work-life balance myself. How does she get it all done?

Also, I’d ask her what my “word” should be for my wrist tattoo. Ha!

Autumn Grant, Owner and Founder of The Kind Poppy

Keith Cunningham

He’s taught me a lot about how to think strategically in my business, be long term focused, and focus on internal processes and improvements we can use to grow.

One of my favorite sayings from him is Growth is about what happens internally. That inspired me to spend less time thinking about sales, sales, sales and more time focusing on people, processes and strategic moves.

If I got a chance to meet him I would ask him what is the #1 habit he looks for in team members to make sure he hires the right people for his companies.

Brice Gump, Founder and Owner of Major Impact Media

Sara Blakely

Most of us grow up to fear failure, and that keeps us small. But if we turn it around and make failure something to aspire to, it helps us take more risks in business and ultimately, to innovate more. Sara’s phenomenal business success based on innovation is a great testimonial for that.

If I met Sara, I would ask her what her proudest failure was, and what she learnt from it.

Bianca Riemer, Founder of the Leap into Leadership program and hypno coach

Evan Spiegel

My takeaway from that story and his career trajectory generally, is to believe in myself, my team and what we are working towards. When you combine smarts with hard work and a solid business instinct, you’re destined to go far. Be adaptive and flexible, but always keep your goals in mind and don’t get distracted by the small stuff.

If I ever met Evan, I would ask him what his process is for analysing new ideas that his employees bring him. I can imagine that every day he is bombarded with suggestions and proposals for new revenue channels and modifications to their current operations. How does he analyse such proposals and make a decision? I’d love to know his process, and whether he acts more off of instinct or is data-driven.

John Ross,President & CEO at Test Prep Insight

Joanna Gaines

Her mellow temperament and loving personality have taught me that you don’t have to be unscrupulous to succeed in business and in life. On top of that, she showed me that you can have a family and be present in their lives while also having several ventures under your belt.

If I ever meet her I’d probably lose my cool and my ability to think and ask her some stupid question, and later regret it.

Claudia Henry, Founder of Twelve

My father

He taught me three primary lessons that help me every single day: listen more than you talk, negotiate fairly, and treat everyone – no matter who they are or what they do – with respect. 

Those lessons have been passed down through the generations and have been the foundation for what’s kept us in business since 1904.

Tim Spiegelglass, Co-Owner of Spiegelglass Construction Company

Emily Weiss

She has inspired me to be focused, determined and hire talented people who are experts in their field so that they can help bring my vision for Dr. Brite into reality. 

If I got a chance to meet her, I would ask her how and why she decided to scale from online Instagram launch to storefront?

Paris Sabo, MD, COO at Dr. Brite

Kate Kendall

I admire her for her leadership, fierce work ethic and determination. If I could ask her one question, I would ask “What sparked your initial interest in entrepreneurship?”

Jordan Smyth, CEO & Founder of Gleamin

My parents

They never worried over customers they felt were trying to pull one over on them. I specifically remember a day when a customer came up to the counter and complained that the machine did not dry their clothes. It was maybe the equivalent of $1.25. My mom apologized for the inconvenience and gave the customer their money. After they left, I noticed the customer taking their clothes out of the dryer and it looked dry – it didn’t have that wrinkle look you get when clothes are finished in the wash. 

I asked my mom why she just gave up the money when it was clear they were lying. She said something that stuck with me till this day. She said that for us it was the equivalent of running the machine for a few minutes. For that person, it was the difference in maybe having clean clothes for the first time in weeks. That if they were asking for that money back, maybe they really needed it. It’s made me more empathetic running my business these days.

Hana A., Owner of Giftsfor

Mellody Hobson

Mellody Hobson is my business role model. She doesn’t seek the spotlight but has a magnetic personality and passion that captures everyone around her. She comes from a very humble working class (and Midwest) background like myself. I’ve loved watching her rise up and break so many stereotypes. 

I’ve had the chance to present to her recently but didn’t have a “real” conversation. If I had that opportunity, I would love to dig into how she is raising her 7 year-old daughter in light of all of the opportunities more accessible to females and minorities. Also, I’d like to ask about times she was ready to give up whatever she was she was doing. I believe knowing the hardships one encounters (not always public) and the way they overcome shows such true character.

Kelly Parthen, Co-founder of Bean Sprouts

Mike Adenuga

The Nigerian billionaire, Mike Adenuga, is my business role model. I admire how his modesty overshadows his riches. Nothing more strikes my core than watching someone rich and powerful yet bowing down. 

I learned about Mike Adenuga’s modesty, but when I read in the papers that he once went to his knees and lay face down before somebody he was much wealthier than, I made up my mind to be like him.

Matt Scott, Owner of Termite Survey

Michelle Obama

I’ve learned from her that no matter how humble your beginnings, what matters is to discover your passion, be true to your own heart, be kind to others, and walk the walk. She inspires me every day as I run Speakfully, an HR tech tool to ensure a healthy workplace culture, and to bring a more positive, just, and fair work environment to our corporate communities.

If I ever got to meet her, I would ask what has helped her when she felt most depleted to continue forward.

Jana Morrin, CEO and Co-founder of Speakfully

Reginald F. Lewis

He inspires me because he was unapologetically himself at all times. He embraced his culture and always remembered his beginnings. He didn’t cower under pressure or when people questioned his confidence, and he was thoughtful and decisive. Somehow he ‘knew’ his time was limited and he accomplished a great deal before his death (much like the late Chadwick Boseman). 

If I had the chance to meet him, I’d ask him what he thinks is the most important characteristic or skill for success in business. And whether he believes business people/entrepreneurs are born or made.

Michelle Y. Talbert, Esq., Founder/Chief Curator at Her Power Space

Arianna Huffington

Even before I became an editor, I am fond of reading a lot of books and news made by famous people. One of my great inspirations as an editor is Arianna Huffington, the founder of one of my favorite sites, The Huffpost. 

She was my great influence because by reading all her contents and books, I was inspired to build up my own career. Aside from being a founder, she was also an editor, columnist, author and a businesswoman and I just can’t imagine how she had struggled all these roles together all at once. 

If ever I will have a chance to meet her, I will thank her for being an inspiration to aspiring entrepreneurs and writers like me. I will also take this opportunity to ask her for advice and tips on how to handle all the challenges with grace, and how to keep on hoping despite the setbacks one has to face in building her own business. 

Samantha Moss, Editor and Content Ambassador at Romantific

Richard Branson

My business role model is Richard Branson for obvious reasons. Business should be fun. It should be about creating something that doesn’t exist by bringing together people of various backgrounds to grow and progress with the idea itself. It can be a beautiful thing and after reading Richard Branson’s autobiography for the 4th time, it’s clear this is how he approaches life and business. 

Whether it’s circumnavigating the globe in a hot air balloon or breaking the US to England crossing boating record, the man knows how to have some fun. When I make decisions or even go back to the basics of why we do what we do to begin with, I recall his experiences to remind me that business is a creative process that should be filled with the love and cooperation of a multitude of talented individuals.

If I have the chance to meet them, I’d probably inquire about societal problems he thinks are the most important and how he’s going about solving them. I’d also ask what he believes to be the point of life. A bit more in the clouds but an important question nonetheless.

Rishav Khanal, CEO of inPerson

Chelsea Clarke

My current business role model is Chelsea Clarke, a female business owner and the founder of Her Paper Route. This year alone, she’s on track to bring in nearly $500,000 (in a pandemic!) with her blogging businesses. 

But my reasons for looking up to her go a little beyond just the income generated. She’s truly a visionary in the blogging industry, and her approach to growing her own platform, as well as other blogs that she then sells, has helped me understand that every website is a valuable piece of online real estate. And just like fixer-uppers, you can turn a dead blog into a profitable one! 

She’s a true inspiration for me and has pushed me to think bigger when it comes to my own online business. If I would get a chance to meet her, I would ask her: “What is the one non-negotiable task that you do every single day that has greatly impacted your business growth for good?” 

Ana Skyes, Founder of The She Approach

Conclusion

You may have started reading this list thinking you don’t have a business role model. But slowly, as you progressed through it a few names of people that inspire you came to your mind. The good thing about business role models is that you can have them as many as you want. They can change as you reach different stages in your entrepreneurial journey. Or it can be one role model forever. There’s no wrong or right in having business role models.

Before you begin

Before you begin the process of developing a REST API, there are a few things to keep in mind. First, what is a REST API? A REST API stands for Representational State Transfer Application Programming Interface. It refers to an application programming interface that uses HTTP requests over a network connection to access data and can be used with any type of client software as long as it follows the protocol guidelines specified by the server.

It’s important to note that a REST API does not store or manipulate data on its own—it simply communicates with other applications like web browsers or mobile apps over HTTP. This means that there will only be one point of contact between your application and your database; it also has many benefits for security purposes since each request is password protected (by default).

How a REST API works

You’ve probably heard of REST (REpresentational State Transfer) APIs, but are unsure how they work or how to use them. A REST API is a set of rules that define how a client can interact with a server. The client interacts with the server using HTTP methods, like GET and POST, which are more commonly used in web browsers. The server responds to requests from the client by sending back an HTTP status code (200 OK is standard), along with data formatted as JSON or XML, for example.

Why should you use a REST API

There are a variety of reasons why you might want to use a REST API for your project. One reason is that REST is a common standard for APIs and has become the de facto method of creating web services. Another reason is that it’s lightweight and easy to learn, making it ideal for mobile applications. If you’re going to use an API in your project, it’s likely going to be used by both web applications and mobile apps—REST makes sense there because they both need access to the same types of information (a user’s data, photos from their camera roll).

What are some common features of a REST API

To use a REST API, you need to understand some key concepts and terms. Let’s take a look at some of the most common features:

• RESTful design: The architectural style that underpins most modern APIs. It defines how you should set up your API, what type of data it will return, and how clients can interact with it.
• HTTP verbs: The four methods available for accessing resources on an endpoint are GET, POST, PUT and DELETE (read more about them here).
• HTTP status codes: These indicate whether something went wrong when you tried to access a resource or if everything worked as expected. For example, if you try to access an invalid URL in your browser it will show “404 Not Found”, which tells us there was no resource found at that address on our server!

What are some common examples of a REST API in use

You may have used a REST API without even knowing it. Some of the most popular websites in the world, including Twitter, Facebook, and LinkedIn all use REST APIs to power their websites. If you’ve ever used Google’s search engine or visited any of the e-commerce websites on Shopify’s platform (such as those listed above), then you’ve also interacted with a REST API!

How can you design and maintain a successful REST API

• Design the API first.
• Use HTTP verbs to define the action.
• Use a standard format to describe the data.
• Use a standard format to describe errors, if any (which should be few and far between).
• Use a standard format to describe responses, if any (which should be many).
• Keep the API focused on its purpose: one resource, one action, and one response format per call

Conclusion

When designing a REST API, there are some important things to keep in mind. You should begin by deciding on the data structure and the format of the data that you want to serve. Then, you can set up your server and application logic so that they will both work with this new type of client request—and remember that these clients may be coming from anywhere in the world! Finally, make sure that your design meets all industry regulations before launching into production use.