Workplace conflict is almost inevitable during your career, whether it’s a disagreement between colleagues, team tensions, or issues with management. While some level of conflict can be productive, fostering innovation and growth, unresolved conflicts can lead to serious disruption. While I’m not normally one for quoting dead presidents, Ronald Reagan was onto something when he said, “Peace is not absence of conflict, it is the ability to handle conflict by peaceful means.” Developing the skill to resolve conflicts effectively—and peacefully—is crucial. It enables you to address issues directly, avoiding the negative consequences of leaving things unsaid.
Unresolved conflict
Unresolved workplace conflict can have a profound impact on individuals and the organisation. On a personal level, conflict can lead to stress, reduced productivity, and a general lack of enjoyment in one’s work. If ongoing, the impacts of conflict can also spill over into your personal life, affecting overall well-being.
For those in leadership positions, the consequences can extend even further. Conflict that is not addressed can divert time and energy from productive work to managing tensions. Teams can become disengaged and disheartened, and in the worst cases, employees may choose to leave a toxic environment rather than endure ongoing strife. This not only affects the immediate team but can also damage an organisation’s reputation, making it harder to attract and retain top talent.
Common causes
Given how common workplace conflict is and the significant risks it poses—both personally and for the organisation—it’s crucial to be aware of its potential causes. By understanding these triggers, we can take steps to prevent conflicts before they escalate. Let’s take a look at some of the more typical fire starters:
Miscommunication
One of the most common causes of workplace conflict is miscommunication. Whether it’s an unclear email, a poorly worded directive, or a misunderstood comment, communication breakdowns can lead to disharmony. For example, an ambiguous message from a manager could be interpreted differently by team members, leading to confusion and frustration. Ensuring that communication is clear, concise, and consistent can prevent many of these issues from arising in the first place.
Differing values and perspectives
Workplaces are often composed of individuals with diverse backgrounds, experiences, and values – it’s a good thing. While this diversity can enrich a team, it can also be a source of conflict. Differing viewpoints on how work should be done, what constitutes success, or even the core values of the organisation can create friction between team members. It’s essential to recognise and respect these differences while finding common ground to work effectively together.
Resource competition
Competition for limited resources, such as time, budget, or even recognition, can also lead to conflict. When team members feel they are not receiving their fair share, tensions can rise. For example, if two departments are vying for a limited budget, the resulting conflict could strain relationships and impede collaboration. Transparent decision-making processes and equitable distribution of resources can help mitigate these conflicts.
Role ambiguity
When job roles and responsibilities are not clearly defined, it can lead to confusion and conflict. Employees may step on each other’s toes or neglect essential tasks, leading to frustration and resentment. Establishing clear roles, responsibilities, and expectations can prevent these issues and ensure that everyone knows what is expected of them.
Strategies for effective resolution
Power dynamics play a significant role in how conflict is experienced and addressed. If you find yourself in a conflict with someone more senior, you may need to approach the situation delicately, balancing respect with assertiveness. Conflicts with peers require negotiation and collaboration, as both parties are on equal footing. If you’re in a managerial position, conflicts with subordinates need to be handled with both authority and empathy, ensuring that the resolution is fair and maintains team morale. Each scenario demands a unique approach, but the overarching goal remains the same: to resolve the conflict in a way that preserves relationships and promotes a healthy work environment. Whatever your place in the organisation, here are some common tools and tactics to help better manage a difficult situation.
Proactive communication
The first step in effective conflict resolution is proactive communication. Don’t shy away from open and honest dialogue; you can often prevent small issues from escalating into larger conflicts by addressing them head on. Particularly if you’re in a leadership position, it’s important to create an environment where others feel comfortable voicing their concerns without consequence and where communication is transparent and respectful.
Active listening
Active listening is a crucial skill in conflict resolution. It involves not just hearing what the other person is saying but truly understanding their perspective. This means giving the speaker your full attention, asking clarifying questions, and reflecting back what you’ve heard to ensure you’ve understood correctly. By practicing active listening, you can gain a deeper understanding of the issues at hand and find more effective solutions.
Identifying the root cause
Often, the surface-level issues in a conflict are just symptoms of a deeper problem. It’s important to dig deeper to identify the root cause. Is the issue really about a missed deadline, or is it about a lack of trust between team members? By addressing the underlying issues, you can find more lasting solutions.
Collaboration and Compromise
In many cases, the best resolution to a conflict involves collaboration and compromise. Both parties need to be willing to work together to find a solution that satisfies everyone involved. This may mean making concessions, but the goal is to reach an agreement that is fair and sustainable.
Training and development
Ongoing training focused on conflict resolution skills is essential for maintaining a healthy workplace. Explore whether relevant opportunities are available in your organisation These programs can equip employees and managers with the tools they need to handle conflicts effectively and can help create a culture where conflict is addressed constructively.
Lead by example
Finally, if you’re in a leadership position, be mindful that leaders play a critical role in modelling and promoting effective conflict resolution within an organisation. Set the tone by handling conflicts with professionalism and fairness, demonstrating that conflicts can be resolved in a way that strengthens relationships rather than tearing them apart.
Finding harmony
While workplace conflict is unavoidable, it doesn’t have to be destructive. By understanding the common causes of conflict and employing effective resolution strategies, you can help create a work environment where conflicts are resolved quickly and constructively. Implement these strategies in your own workplace and seek out further training and resources to continue building your conflict resolution skills. A harmonious workplace is within reach, and it begins with a commitment to addressing conflict head-on.
Discover short courses to progress your career, including Engaging with Stakeholder: Tools and Tactics, with UTS Open.
