Managing Conflict at Work
Posted on 9th March 2023 at 10:47
Conflict is a natural part of any workplace, where different personalities, work styles and goals often clash. While conflict can be uncomfortable, it does not necessary mean negative outcomes for businesses – if handled correctly, conflict can lead to positive change and growth for employees and wider business structures. This month, we explore the causes and consequences of conflict at work, as well as some strategies for managing conflict effectively.
Causes of conflict at work
There are many reasons why conflict might arise in the workplace. These include:
Personality clashes – people have different ways of working and communicating, and simply, people will naturally get on better with others like them. When you have different personalities within a team, people can sometimes struggle to get along.
Difference in values – when people have different values or beliefs, it can lead to disagreements about what is important, what should be prioritised, and how things should be done.
Competition for resources – whether it’s time, money or other work needs, competition can create conflict if people feel there is an unequal distribution of company resources across the workforce.
Miscommunication – when people do not communicate effectively, misunderstandings can arise. This is especially common in non-face-to-face communication, such as WhatsApp, email and phone calls.
Power struggles – conflict can also easily arise between different levels of authority, and people with different levels of influence. This can lead to tension certain workers appear to have more power in decision-making than others.
Consequences of Conflict at Work
If left unmanaged, conflict can lead to serious consequences for individuals and organisations, such as:
Decreased productivity – when people are distracted by conflict, they are not focused on work; conflict between colleagues can lead to a drop in productivity across the workforce, as time is spent trying to manage conflict rather than completing necessary tasks
Poor morale – conflict creates a negative work environment for everyone, including those who are not directly involved. This can lower morale for employees and can cause high turnover rates if the negative atmosphere continues longer term
Increased absenteeism – when conflict goes unresolved, people will avoid work more often and take more sick days to avoid dealing with the situation
Decreased job satisfaction – conflict makes coming to work less enjoyable, and distracts people from their work, which together contributes to people feeling less fulfilled in their jobs
Increased turnover – people will ultimately vote with their feet and leave an organisation if they feel that conflict is unresolved
Strategies for Managing Conflict
To deal with conflict effectively, it’s important employers take a proactive approach. Taking steps to prevent disagreements between workers is much easier than managing conflict after it occurs. Here are some simple strategies we recommend:
Encourage open and frequent communication – create clear channels of communication between employees and ensure you make spaces available for colleagues to meet in person as much as possible. This will help avoid miscommunication, and make it easier to deal with miscommunication when it occurs. Employers need to make sure they are available to employees, and create a culture where constructive feedback is welcomed and valued.
Address conflicts early – conflict gets worse when left unmanaged. Having open communication channels will help employers become aware of conflict early on and address issues directly before they escalate. Small issues can quickly build on each other if people feel their views are not being heard, so employees need to know who to go to with their concerns and feel managers can deal with conflict quickly and efficiently.
Use active listening – conflict often has roots in not understanding another person’s perspective, so utilising skills like active and empathic listening can help prevent conflict arising in most cases. Make sure employees are well trained in these skills and can employ them effectively when working together. We offer active listening training as part of our manager training packages, so get in touch with us if this is something you would be interested in exploring.
Focus on solutions – rather than getting caught up in a “blame game”, make sure you concentrate on finding solutions for the parties involved. Encourage people to work together to find a resolution that works for everyone, including any compromises that might need to be made.
Seek outside help if necessary – if you're dealing with particularly difficult circumstances in your workplace, we can help. Get in touch with us for how we can help you with conflict resolution and managing challenging individual cases.
Share this post: