Working relationships: managing conflict
The variety of personalities, opinions, and working styles in a typical workplace makes conflict inevitable. However, with the right strategies, it can be managed effectively, leading to stronger teams and a more productive environment.
Disagreements between colleagues are a natural part of any workplace. When different ideas, perspectives, and personalities come together, clashes are almost guaranteed.
While some conflict can lead to new ideas and healthy debate, unresolved issues can escalate into more significant problems that negatively impact the workplace atmosphere and hinder productivity. That’s why it’s crucial to know how to manage conflict in a way that fosters collaboration and cohesion.
In this article, we’ll explore the dangers of unresolved conflict and outline practical strategies for managing conflict at work effectively, helping you create a more engaged and positive workplace.
Let’s dive in.
The risks of workplace conflict
Conflicts at work can emerge from even the smallest disagreements. While professional conflict may signal passion and determination, personal conflicts in the workplace can have more damaging consequences.
In fact, previous research from Totaljobs shows that 1 in 3 organisations experience challenges due to strained personal relationships between colleagues.
Let’s look at some of these specific challenges in more detail.
Staff turnover
Personal conflicts and the breakdown of friendships in the workplace can lead to resignations, with up to a quarter of workplace relationship breakdowns resulting in an employee leaving.
This can trigger a domino effect of problems for employers, such as:
- Loss of key skills: When experienced staff leave, they take with them valuable skills and knowledge that are often difficult to replace, causing delays and disruptions.
- Increased hiring costs: Recruiting and training new employees is costly, both in terms of time and money. Advertising vacancies, conducting interviews, and onboarding replacements can strain resources.
- Damaged team morale: High turnover can unsettle remaining employees, leading to anxiety, uncertainty, and disengagement across the team.
Decline in morale and engagement
Unresolved conflicts can also lead to a toxic work environment, with employees feeling less engaged and less productive.
Our findings show that half of workers believe conflicts negatively affect their job satisfaction and morale, which can result in:
- Decreased productivity: A drop in employee engagement typically leads to lower productivity, which can have a direct impact on overall organisational performance.
- Stifled creativity: A tense work environment discourages the sharing of ideas and collaboration, limiting innovation and problem-solving efforts across teams.
Erosion of workplace culture
Perhaps one of the most serious consequences of unresolved conflict is its potential to undermine your workplace culture.
According to our research, 38% of employees feel that unchecked conflicts can contribute to a culture of bullying, gossip, and mistrust. This can result in:
- Reduced psychological safety: Employees may feel unsafe to express themselves, which leads to poorer communication and collaboration.
- Increased absenteeism: Conflict-driven stress can cause employees to take more time off, with 26% of staff admitting to needing leave due to stress related to workplace conflict.
Identifying the roots of workplace conflict
Before you can effectively manage conflict, it’s essential to understand its causes. Workplace conflicts can arise from several factors, with five of the most common including:
- Communication breakdowns: Miscommunication or a lack of communication often leads to misunderstandings. When team members aren’t aligned, disagreements are more likely.
- Different working styles: People have unique ways of approaching work. Some prefer collaboration, while others thrive independently. These differences can create friction if not managed properly.
- Resource competition: When employees feel that resources, whether time, materials, or budgets, are unfairly distributed, rivalry can arise from a sense of inequity.
- Cultural differences: Diverse teams bring a wealth of perspectives but may also struggle with misunderstandings if there isn’t a mutual respect for differing viewpoints.
- Personality clashes: Conflicts can sometimes be as simple as two people not getting along due to clashing personalities, which can disrupt teamwork and collaboration.
A framework for managing workplace conflict
Effectively managing conflict is key to maintaining a healthy and productive work environment.
Here are some strategies that can help employers address conflicts and foster collaboration within their teams.
1. Encourage open communication
Promoting a culture of open communication is vital for preventing conflicts from escalating. There are several ways you can encourage, such as:
- Regular check-ins: Hold frequent team meetings and one-on-one check-ins to provide employees with a platform to discuss any concerns or challenges they face.
- Anonymous feedback: Implement an anonymous feedback system where employees can raise issues without fear of repercussions. This helps identify problems early, giving you time to address them before they worsen.
- Reinforce communication skills: Encourage employees to practice active listening and assertive communication, which can help reduce misunderstandings and improve relationships.
2. Publish a code of conduct
A well-defined code of conduct sets clear expectations for employee behaviour and conflict resolution. To be effective, this code should include:
- Guidelines on conduct: Set clear rules for professional behaviour and how conflicts should be addressed. These guidelines create a shared understanding of what’s expected from everyone.
- Conflict resolution protocols: Provide a step-by-step process for handling disagreements. A structured approach ensures conflicts are addressed in a consistent and constructive manner.
- Employee involvement: Encourage staff to help develop the code of conduct. When employees feel a sense of ownership, they’re more likely to adhere to the guidelines.
3. Provide training on conflict resolution
Resolving conflict isn’t always easy, especially when employees are emotionally invested in their work. That’s why training can be an invaluable tool for equipping staff with the skills to manage disputes constructively.
Offer regular workshops or training sessions on conflict resolution techniques, focusing on:
- Active listening
- Empathy
- Effective communication
This training provides employees with the tools they need to resolve disagreements and move forward without lingering resentment.
4. Offer mediation and facilitation
When initial attempts at conflict resolution fail, formal mediation can be the next step.
This can involve, for example, a neutral third party helping to facilitate a constructive dialogue between the parties involved. This impartial approach encourages open communication, helping both sides find common ground.
Mediation can preserve working relationships, improve team dynamics, and prevent further escalation.
5. Promote team-building activities
Pre-emptively addressing conflict can be achieved by promoting stronger relationships through team-building activities. This can include:
- Team retreats and bonding activities: Organise events outside of work where employees can bond and develop deeper relationships.
- Cultural awareness programmes: Celebrate diversity within your team and encourage employees to appreciate different cultural backgrounds.
- Mentorship schemes: Pair employees with mentors to foster communication and collaboration across different levels of the organisation.
6. Consider team restructuring as a last resort
In cases where conflicts cannot be resolved through mediation, restructuring teams may be necessary.
If colleagues are unable to work together despite all efforts, you may need to reassign them to different teams to avoid ongoing issues. Failure to do so could ultimately harm both productivity and morale in the long term.
However, this should be a last resort after all other conflict resolution strategies have been attempted.
Building a resilient, collaborative workplace
Effective conflict management is key to fostering a workplace where diverse perspectives can thrive. Remember, a resilient and collaborative team isn’t free from conflict, but equipped to handle challenges constructively, enhancing morale, productivity and engagement.
By prioritising conflict resolution and continuously refining your approach, you can strengthen team cohesion and build a positive work environment where employees feel valued and empowered.