Table of Contents
Put together a group of people from all walks of life in a confined space and see how they all work together to achieve a common goal. Do they all work well together, or is there often conflict due to differences of opinions and ideas?
Working in a company or organization with different cultures, opinions, and personalities, conflicts are bound to arise. Workplace conflicts often involve insults, confrontation, bullying, and sometimes, deliberate noncompliance with the rules.
Any workplace should be grounded on fairness, trust, and mutual respect. However, regardless of how smoothly the company runs, conflicts usually happen because of communication and emotions. Whenever conflicts arise, productivity is affected, and personal relationships are tested. It is then the company’s role to help resolve disputes among its employees promptly and fairly.
Not being able to resolve conflicts among the people in the workplace may be problematic for the business. The good news is that disputes can be fixed, no matter how inevitable. Here are some ways you can handle conflicts in the workplace.
Recognize The Good In The Individual That Annoys You
Nobody likes problematic people in the workplace, but the truth is that they are there for a reason. A colleague who riles you up may not be the most excellent person in the room, but there must be something positive that you can find in them. It’s within your control sphere to perceive and approach your colleagues more positively. Doing so can minimize the risk of unnecessary conflicts with them.
Do Not Take It Personally
Work is work, and you and your colleagues are there for one reason – to work. There is no need to take conflicts. Personally, that is, if the dispute is not entirely about you. There could be an underlying reason why your co-worker behaves negatively towards you. They might be experiencing work-related or personal problems. If you know the negative behavior is caused by something you cannot control, avoiding conflicts with that person is more manageable. Perhaps you need to show a little empathy instead.
You and your colleagues work in the same company. Therefore, all of you have a shared goal: to help the company thrive. If it doesn’t succeed, there is no job! When you dispute with a co-worker, try to set aside your emotions and focus on the task.
Remind the other person that there is a project to finish and a deadline to meet, which should be the focus now. This might be difficult initially, primarily if you are not used to talking up for fear of escalating the conflict. However, it would be best to learn to communicate with them effectively.
Identify Expectations and Roles
Conflicts can arise from deadlines not being met or overlapping roles among employees. When people work without clear expectations of what needs to be done or what they are meant to do, conflicts will arise as they have no set guidelines to work with.
Managers should communicate their respective roles and expectations among the people in the workplace. Office transparency can help curb conflicts arising from unclear roles and expectations.
Escalate When Required
When all else fails, seek help from others. This may be a manager or higher up if the manager is the problem. If the conflict affects your work and well-being, then it might be the right time to escalate your concern to someone who can help you sort things out with your co-worker.
It is always best to resolve the problem between the two parties. Still, the company should intervene if the other person is not receptive to your approach (assuming it is positive and well-intentioned) and does not accept it.
Conflicts are unwanted yet unavoidable aspects of the workplace. It can affect personal relationships and can disrupt work. Conflicts can be minimized if the company’s culture is based on fairness, trust, and mutual respect. Employees can experience a more positive working environment if they trust their management to resolve matters fairly.
Frequently Asked Questions
Are workplace conflicts really that common? It seems like everyone gets along where I work.
Believe it or not, workplace conflicts are more common than you might think. A 2015 study by CPP Global revealed that 85% of employees encounter conflict to some degree. Even in seemingly harmonious environments, disagreements and misunderstandings are bound to arise. It’s the nature of human interaction, especially when diverse personalities and working styles collide.
Why do seemingly minor workplace conflicts escalate so quickly?
Imagine a tiny crack in a windshield. A small pebble might have caused it but can quickly spread into a massive web without repair. Similarly, unresolved workplace conflicts, no matter how minor, can fester and escalate. A study published in the Harvard Business Review found that 56% of employees reported recent workplace conflicts that negatively impacted their productivity. Often, it’s not the initial disagreement but the emotional reactions and lack of communication that fuel the fire.
Are there specific personality types that are more prone to causing workplace conflicts?
Research suggests that personality traits like low agreeableness, neuroticism, and a tendency to be overly competitive can contribute to workplace conflicts. However, it’s important to remember that anyone can be involved in workplace conflicts. Labeling individuals can be counterproductive. Instead, focus on recognizing the underlying causes of the altercation and finding solutions that work for everyone.
We have a workplace mediation program, but no one uses it. Why?
Workplace mediation programs can be incredibly effective but only work if employees trust the process. Common barriers to participation include fear of retaliation, lack of confidentiality, and a belief that mediation is only for serious disputes. To encourage participation, organizations must create a culture of open communication and trust, where mediation is a regular and valuable part of conflict resolution.
How can I tell if workplace conflicts are becoming toxic?
Toxic workplace conflicts go beyond a simple disagreement and create a hostile or unhealthy work environment. Signs include personal attacks, bullying, spreading rumors, or a general feeling of negativity and distrust. Research in the Journal of Occupational Health Psychology found that exposure to toxic workplace conflicts can lead to heightened stress, burnout, and even physical health problems. If you see these signs, addressing the conflict before it escalates further is crucial.
Can workplace conflicts ever be a good thing?
It might sound counterintuitive, but healthy workplace conflicts can be beneficial. Disagreements can lead to innovative solutions, improved communication, and stronger relationships when handled constructively. A study by the consulting firm McKinsey found that teams that embrace healthy conflict are more likely to achieve their goals and outperform those that avoid conflict altogether.
What’s the difference between conflict management and conflict resolution?
Conflict management is about minimizing the negative impact of conflict and keeping it from escalating. It involves active listening, de-escalation techniques, and finding common ground. Conflict resolution, on the other hand, is about finding a solution that addresses the fundamental causes of the conflict and satisfies everyone involved.
Our team constantly argues, but we’re also incredibly productive. Should we be worried?
If your team’s disagreements are focused on tasks and ideas rather than personal attacks, and if they’re resolved constructively, you might not need to worry. This type of conflict, known as task conflict, can be beneficial, leading to better decision-making and innovation. However, monitoring the situation and ensuring the conflict doesn’t escalate into personal attacks or create a hostile work environment is crucial.
I’m afraid of confronting a coworker about a conflict. What should I do?
Feeling apprehensive about confronting a coworker is natural, but avoiding the conflict will unlikely make it disappear. Instead, try to approach the conversation with understanding and a willingness to listen. Focus on the issue rather than making personal attacks, and try to find a solution that works for both of you. If you’re uncomfortable having the conversation alone, consider asking a neutral third party, like a manager or HR representative, to facilitate the discussion.
What are some common mistakes people make when resolving workplace conflicts?
Some common mistakes include:
1. Avoiding the conflict altogether.
2. Waiting too long to address the issue.
3. Making personal attacks or accusations.
4. Focusing on winning rather than finding a solution.
5. Not listening to the other person’s perspective.
DISCLAIMER: All content on this website is presented solely for educational and informational objectives. Do not rely on the information provided as a replacement for advice, diagnosis, or treatment from a qualified medical expert. If you are pregnant, nursing, or have any preexisting medical concerns, talk to your doctor before using any herbal or natural medicines.
References
- Workplace Conflict Statistics 2024: https://pollackpeacebuilding.com/workplace-conflict-statistics
- Journal of Personality and Social Psychology: https://www.apa.org/pubs/journals/psp
- Journal of Applied Psychology: https://www.apa.org/pubs/journals/apl
- Association for Conflict Resolution (ACR): https://www.acrnet.org
- Journal of Occupational Health Psychology: https://www.apa.org/pubs/journals/ocp
- Association for Conflict Resolution (ACR): https://www.acrnet.org
- Academy of Management Journal: https://journals.aom.org/journal/amj