What Is Conflict in the Workplace?
Conflict in the workplace refers to any disagreement, tension, or friction between employees or between employees and management. These conflicts can arise from a variety of sources, such as:
- Poor communication.
- Personality clashes.
- Unclear job roles.
- Differences in values and work styles.
If not addressed properly, workplace conflict can negatively impact employee morale, productivity, and the overall work environment. However, when managed effectively, conflict can also lead to positive change, better problem-solving, and stronger working relationships.
Common Causes of Workplace Conflict
- Poor communication – Misunderstandings, lack of clarity, or withholding information.
- Competition – For promotions, recognition, or resources.
- Unclear roles or responsibilities – Overlapping duties or lack of accountability.
- Workload issues – Uneven distribution of tasks or unrealistic expectations.
- Management style – Authoritative or inconsistent leadership can cause tension.
- Different values or personalities – Conflicting beliefs, work styles, or attitudes.
- Cultural or generational differences – Diverse backgrounds may lead to different perspectives and misunderstandings.
Conflict is a normal part of our work, but many people find it hard to handle. As leaders, you may face disagreements with other co-workers or managers and need to help your team work through issues calmly and fairly.
Fishtank Conflict Resolution Process
- Step 1: Discuss with the project manager and project team first - conflicts need to be resolved within the project team.
- Step 2: If the issue is not resolved then escalate to Director of Client Services.
Steps to Address Workplace Conflict
Initial steps managers can adopt to handle conflict in the workplace and help maintain a conflict-free environment:
- Recognize the issue early: Don’t ignore problems, even if they seem small. Addressing them quickly shows employees that their concerns matter and prevents the issue from growing.
- Follow company process: Follow the company process to resolve conflict.
- Stay calm and neutral: Reacting emotionally can worsen the situation. Stay composed and avoid taking sides to keep trust and fairness intact.
- Understand the root cause: Take time to learn what really caused the conflict. Knowing the real issue helps you solve it effectively and prevents future problems.
- Speak to all parties involved: Meet with each person privately so they feel safe to share openly. Listening to all sides gives you a clearer picture of what happened.
- Find common ground: Help everyone agree on a shared goal and a fair solution. Be clear about what each person needs to do moving forward.
- Follow up: Check in after the resolution to ensure it’s working. If needed, make changes or take further action. Continuous feedback helps avoid repeat issues and builds a stronger team.
5 Key Strategies For Conflict Resolution
1. Avoiding
- When to use: The issue and relationship both don't matter much.
- Approach: Stay out of the conflict entirely.
- Example: Ignoring a loud stranger on a bus.
- Workplace use: Rarely helpful; often seen as dodging important issues…but in my experience in some situations it may be an acceptable strategy.
2. Competing
- When to use: Your goal matters more than the relationship.
- Approach: Be assertive, even at the cost of others' needs.
- Example: Taking charge in an emergency/crisis.
- Workplace risk: Can damage trust and teamwork if overused.
3. Accommodating
- When to use: The relationship is more important than your goal.
- Approach: Let the other person have their way.
- Example: Backing down on a minor idea to maintain peace.
- Workplace risk: Not the same as avoiding conflict, however it can still deter creative problem-solving.
4. Compromising
- When to use: You value both your goal and the relationship, but are okay with partial wins.
- Approach: Meet halfway, both sides give up something.
- Example: Co-leading a project when both want to take the lead.
- Outcome: Fair, but no one gets everything they want.
5. Collaborating
- When to use: Both the goal and the relationship are highly important.
- Approach: Work together to find a creative, win-win solution that satisfies all needs.
- Example: Addressing an underperforming employee by jointly identifying issues and solutions.
- Outcome: Strong relationships and effective results through open dialogue, trust, and shared problem-solving.
Collaborating is often the best conflict resolution strategy because it values both the outcome and the relationship. It encourages open communication, mutual respect, and creative problem-solving, leading to solutions that satisfy all parties involved.
Unlike compromise or avoidance, collaboration builds trust, strengthens teamwork, and addresses root causes rather than symptoms. It's especially effective in complex or ongoing relationships, like in the workplace, where long-term cooperation and shared goals are essential for success and productivity.
Final Thoughts: Embracing Conflict as a Growth Tool
Conflict in the workplace is inevitable. When people work closely together disagreements are bound to happen.
But conflict isn’t always negative. If managed well, it can:
- Encourage innovation and new ideas.
- Improve team communication by forcing people to express their thoughts clearly.
- Strengthen relationships by building trust and mutual understanding.
- Promote personal growth by helping team members develop emotional intelligence, patience, and problem-solving skills.
- Drive positive change by encouraging improvements in processes, policies, or team dynamics.
By using clear, respectful strategies to address issues early, managers and employees can resolve conflicts fairly and create a more positive, productive work environment.
