You’ve probably seen the headlines ‘Conflict at work is healthy and productive, conflict generates new ideas, new ways of working, don’t shy away from conflict within your business – embrace it!’. 

And while there is some truth behind these attention grabbing headlines, conflict in the workplace can also be destructive and have long term consequences for individuals and teams which has a knock-on effect to employee experience.

So how do you strike the right balance? Let’s take a look at both the good and bad sides of conflict before sharing strategies for managing conflict.

Positive aspects:

1. Encourages Innovation:Constructive conflict can lead to new ideas and improvements. When team members challenge each other’s views, it can spark creativity and lead to better solutions.
2. Clarifies Issues:It helps to address and resolve underlying problems that may be affecting team performance. Open discussion can clear up misunderstandings and align goals.
3. Improves Relationships:When handled properly, conflict can strengthen relationships. It forces people to communicate more openly and understand each other better.

Negative aspects:

1. Can Cause Stress: Ongoing or unresolved conflict can lead to stress, reduced job satisfaction, and decreased productivity.
2. Damages Relationships: Poorly managed conflict can lead to hostility, decreased morale, and a toxic work environment.
3. Distracts from Work: If not managed well, it can become a major distraction, taking time and energy away from the team’s core objectives.

To overcome the negatives and reap the benefits of workplace conflict, we recommend addressing conflict constructively. Encourage open communication, listen actively, and focus on finding solutions rather than assigning blame. Here’s our quick guide to getting a handle on negative conflict:

1. Stay Calm and Objective
   • Avoid letting emotions take over. Stay composed, as emotional reactions can escalate the conflict.
   • Objectivity: Try to approach the situation with an objective mindset, focusing on facts rather than assumptions or feelings.
2. Address the Issue Early:
   • Address conflicts as soon as possible before they grow into larger issues.
   • Approach the other party privately to avoid embarrassment and defensiveness in a public setting.
3. Listen Actively:
   • Give the other person a chance to express their point of view without interrupting. Show that you are listening by paraphrasing their concerns.
   • Ask clarifying questions to fully understand their perspective and avoid misunderstandings.
4. Focus on the Issue, Not the Person
   • Keep the conversation focused on behaviours or specific issues, rather than making personal attacks.
   • Frame the discussion in terms of what can be done differently, rather than who is at fault.
5. Seek Common Ground
   • Focus on finding areas of agreement, such as shared objectives or common ground in your work relationship.
   • Be willing to compromise where appropriate, but don’t sacrifice critical principles or values.

We spend vast amounts of time at work, time that should be spent being productive not fearing conflict or wasting energy navigating a hostile environment. If you need help to embrace the positive aspects of conflict to enhance your employee experience, get in touch today.