Managing workplace conflict: 4 tips for a strong team

Nearly two-thirds of US workers have experienced or witnessed incivility in their workplace. But if you can handle conflict well, it can lead to growth, stronger relationships, and a positive company culture that attracts talent. That's why managing workplace conflict is so important.

Effective conflict management and resolution can help boost your employee experience and motivation. In this article, Remote shares how to manage workplace conflict and build a culture that thrives on collaboration, respect, and innovation.

Common causes of workplace conflict

The workplace is where people who have different beliefs and opinions come together to reach common goals. Friction is just part of the process of working together.

While conflict is an inevitable part of any company, knowing the reasons for conflict can help you stop issues from escalating.

Here are some of the most common reasons for workplace conflict that managers and HR professionals should be aware of:

Communication problems

People often have trouble understanding each other because of bad communication. This can happen because of unclear instructions, a misunderstood tone in emails, or not being open about how decisions are made.

Communication issues can also stem from overusing certain forms of communication. While you may use a variety of channels, it should be clear to everyone on your team which forms should be prioritized and when.

Unreasonable time constraints 

Tight deadlines and excessive workloads can, over time, create stress and tension among team members, potentially sparking conflicts.

Unchecked work pressure can lead to issues that can fuel conflict, such as:

• Emotional exhaustion 

• A desire to quit

• Lower productivity

• Irritability or anger with coworkers and customers

Unclear expectations

When roles and responsibilities are not well-defined, it can lead to overlap or gaps in work, causing friction. The expectations set for employees should be clearly communicated and always align directly with their roles and the nature of their jobs. 

In situations where expectations falling outside of their job scope are not mutually agreed on, employees feel unappreciated, leading to bigger conflict.

Obscure performance standards

When expectations aren’t clearly defined, employees may have different interpretations of what good performance means, leading to disagreements and frustration. 

For example, telling employees to show more initiative without providing context is a sure way to set them up for failure. Be clear about what you’re measuring to ensure employees are moving in the right direction and prevent conflict and disappointment down the line.

Biases and stereotypes

Unconscious biases or stereotypes can lead to unfair treatment and misunderstandings at work, especially in diverse teams. Many companies try to fix this with basic unconscious bias (UB) training. Remember that effective approaches go beyond awareness. Teach your employees to manage their biases, change their behavior, and track their progress.

Perceptions of unfairness

Your team can experience conflict when certain employees feel left out or treated unequally regarding compensation packages, promotions, or work assignments. This is especially prevalent in distributed teams, where employees have different standards and expectations.

Not all workplace conflict is unproductive

While workplace conflict often carries a negative connotation, it's important to recognize that not all workplace conflict is bad. In fact, when managed effectively, conflict can be a powerful driver of positive change and growth within an organization.

Well-managed conflict has the potential to:

• Stimulate innovation: Different perspectives clashing can lead to new ideas and approaches

• Deepen trust: Successfully navigating conflicts together can strengthen relationships between team members

• Improve problem-solving skills: Addressing conflicts head-on helps employees develop critical thinking and negotiation skills

• Enhance organizational learning: Conflicts often highlight areas for improvement in processes or communication, leading to organizational growth

Taking a positive approach to conflict makes teams more connected, improves personal and professional growth, and positively impacts overall productivity. It creates an environment where diverse thoughts are welcomed and constructive disagreement is seen as a path to better outcomes.

A complete lack of conflict may highlight other equally worrying issues, such as groupthink and a lack of diversity.

4 tips for managing workplace conflict efficiently

Managing workplace conflict efficiently requires a strategic approach. Here are four practical ways to enhance your conflict resolution efforts and foster a more supportive work environment.

1. Lead by example

Leading by example is an excellent way to manage workplace conflict. HR professionals and managers should focus on practicing active listening and increasing their emotional intelligence to demonstrate how co-workers should interact with one another.

Active listening is fully concentrating on what is being communicated rather than just passively hearing what's being said. It means listening with all senses and giving full attention to the speaker.

Emotional intelligence includes the ability to recognize, understand, and manage your own emotions, as well as recognize, understand, and influence the emotions of others.

You can also use basic de-escalation techniques, like remaining calm under pressure, identifying common ground, and guiding parties toward a mutually beneficial resolution.

2. Prioritize prevention

Preventing is better than managing. The best way to manage conflict is to stop it before it starts.

Set clear rules about behavior. Make and share a code of conduct that lists what you expect from your employees. This will help them remember what to do to create and maintain a healthy work environment for office and remote employees.

You can also hire talent with top-notch conflict management skills. During the recruitment process, look for candidates who demonstrate strong communication skills, empathy, and the ability to work well in diverse teams.

Lastly, understand your legal obligations. Learn about anti-discrimination laws, policies against harassment, and other regulations for your particular state or country.

3. Tailor conflict management strategies to your organization

Conflict management isn't one-size-fits-all. Your approach should align with your company culture, values, and processes. What works for a startup might not be suitable for a large corporation, and strategies effective in one industry might need adjustment in another.

Kimberly Best, a civil mediator, used conflict resolution to tackle high attrition rates in the healthcare system. She advised that companies stay flexible to address their specific needs and challenges, while listening to leaders and employees.

4. Empower employees to handle conflict themselves

Empower employees to resolve conflicts quickly and locally. Here's how you can foster this skill among your team:

• Use feedback from pulse surveys: Regular, short surveys can help identify employees' pain points and top sources of conflict.

• Offer training and workshops: Provide employees with the tools they need to manage conflict effectively with workshops on communication skills or techniques for de-escalating tense situations.

• Practice honesty and transparency: Even after a conflict is resolved, maintain open lines of communication, like regular check-ins and a culture of transparency.

The importance of effective conflict management

Without solid conflict resolution strategies, businesses can suffer from a range of negative consequences:

• Decreased productivity: When employees are focused on conflicts, their work often suffers.

• Low morale and engagement: Unresolved conflicts can lead to a toxic work environment where employees feel unmotivated and disconnected.

• Lack of trust in management: If leaders don't address conflicts effectively, employees may lose faith in their ability to manage the team.

For HR professionals, that means increased complaints, turnover, litigation risks, and damage to an employer's image and brand. This also hurts your ability to attract talent quickly and scale hiring efforts.

5 actionable conflict resolution strategies

To effectively resolve workplace conflicts and prevent the negative outcomes, consider these five tried-and-true conflict resolution strategies.

1. Circumvent (also known as Avoiding)

This strategy involves recognizing that a conflict exists and choosing not to engage with it. While it's not always the best long-term solution, it can be appropriate for minor issues that may resolve themselves or when emotions are running too high for productive discussion.

2. Compete

This approach involves standing firm on your position and trying to convince others to concede to your viewpoint. It can be effective when quick, decisive action is needed, or when you're confident that your solution is the best for the organization.

3. Concede (also known as Accommodate)

This strategy involves giving in to the other party's demands or wishes. It can be helpful when saving the relationship is more important than winning the argument, or when you realize you're wrong.

4. Compromise

In this approach, both parties give up something to reach a mutually acceptable solution. It's often used when a quick resolution is needed, and both parties have equally important goals.

5. Collaborate

This is often considered the ideal strategy, where people work together to find a solution that fully satisfies everyone's concerns. It takes more time and effort but often results in creative solutions and strengthened relationships.

Better support with Remote

Conflict is inevitable with different people working together. By implementing strategies to address and resolve conflicts constructively, you can create a workplace where disagreements become opportunities for growth and innovation.

Effective conflict management enhances the employee experience and helps retain top talent, contributing to long-term business success. With Remote HR Management, you can better support your employees' needs throughout their time with your company.

Empower your employees with self-service capabilities to access data, manage expenses, and adjust payroll preferences to prevent workplace conflict beforehand. Since Remote HR Management takes care of all HR tasks from onboarding to offboarding and everything in between, you can stay proactive and resolve workplace conflict constructively.

Speak with a friendly expert today to help your teams thrive in a respectful workplace.

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