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A guide to workplace conflict

SEEK content team – updated on 11 April, 2024

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Clashes between colleagues are often unavoidable. It’s how you manage conflict in a workplace that can make a big difference in your professional relationships and work environment.

When diverse people work together, it’s common to have differing viewpoints, work styles and values. Understanding what is conflict in the workplace and why it’s an integral part of the team dynamic is essential to dealing with it in a way that helps you learn and grow from the experience.

In this article, we explore different workplace conflict scenarios and some examples of solutions.

Types of conflict in the workplace

What is workplace conflict? Workplace conflict is when there’s a disagreement between people at work. It can range from minor to severe, where it interferes with tasks, business relationships or project outcomes. As with disagreements outside of the workplace, it’s important to handle these conflicts as soon as they arise, before they can escalate into serious problems.

Diverse workplaces lay the foundation for innovation, collaboration and ideas. But they can also result in some roadblocks – like misunderstandings or arguments. Here are some types of conflict in the workplace and how you can avoid or resolve them.

Interpersonal conflicts

At the heart of many workplace issues lie interpersonal conflicts, stemming from differences in:

personality,
work styles,
values, or
personal beliefs.

One of the most common examples of conflict in the workplace can be over how people approach a project. This can look like:

Johan, a meticulous planner who thrives on detailed schedules, clashes with Maria, who prefers a more spontaneous and flexible approach. Their differing work styles lead to frustration and tension, affecting productivity and team morale.

Conflicts with management also can stem from interpersonal differences. For instance:

Jez, a junior employee, might feel undervalued and misunderstood by their supervisor, who has a more authoritarian leadership style, which clashes with their expectation of a collaborative and nurturing leadership approach.

The approach to resolving these types of conflict often lies in open communication and empathy. By understanding each other’s perspectives, finding common ground and agreeing on a compromise, you can transform these conflicts into opportunities for better relationships with colleagues.

Intergroup conflicts

Intergroup conflicts typically occur between different teams or departments. These workplace conflict examples often arise from limited resources like budget or equipment.

For example, the marketing department might compete with the research and development department for a larger share of the budget. Another common scenario is conflicting goals between departments, such as when the sales team’s targets clash with the customer support team’s focus on service quality.

In these situations, differing priorities and objectives of each group can lead to misunderstandings and friction, requiring careful negotiation and mediation to resolve.

Organisational conflicts

Organisational conflicts often come down to structure, policies or changes within the company. These conflicts tend to impact groups, rather than individual people.

One of the prime work conflict examples is when a company undergoes a major directional shift, such as a pivot in its business model. This can lead to dissatisfaction among employees who feel unprepared or resistant to the new direction.

Another instance of organisational conflict can arise from restructuring or changes in management. Employees might feel their job security is threatened, or they might disagree with the new management’ vision, leading to a sense of unrest and dissatisfaction.

Approaching these conflicts requires open communication and a willingness to address concerns.

Common workplace conflict scenarios

Here are some typical conflict scenarios in the workplace to give you a clear understanding of how these situations happen.

Resource allocation

Resources at an organisation refers to money, equipment and staff. A typical scenario involves disagreements over departmental budgets. For instance, the marketing department may feel they need a larger budget to carry out their campaigns, while the research and development department argues they need more funding for innovation.

Another common dispute is over how resources are distributed across the company. When multiple projects or teams compete for the same resources, such as specialised personnel or essential equipment, it can lead to conflict.

Some ways to resolve these types of conflicts:

Transparent decision-making: leadership can explain the reasons behind their budget decisions.
Collaborative prioritisation: involving different departments in decision-making can help both sides feel equally valued.
Effective communication: open communication helps express needs and concerns, encouraging each side to understand the other’s perspective.
Compromise and negotiation: working together to find a mutually agreeable solution means neither side ‘wins’ or ‘loses’.
Regular review: reviewing resource allocation with changing priorities can prevent long-standing conflicts.

Work-style differences

Conflicts due to different work styles are also common in the workplace. One scenario is disagreement over project management methods.

For example, one team member might prefer an agile approach with flexibility and adaptability, while another prefers the predictability and structure of the waterfall model. These differences can lead to conflicts about project timelines, decision-making and task management.

Another typical situation arises from differing preferences for teamwork versus individual work. A team member who thrives in collaborative environments may feel frustrated working with colleagues who do their jobs independently, leading to misunderstandings and inefficiencies in workflows.

To address and resolve these kinds of conflicts, consider the following:

Acknowledgement and respect: recognising and respecting differences in work styles is the first step toward resolving conflicts.
Open communication: encourage open discussions where team members can express their preferences and concerns.
Compromise and adaptation: finding middle ground where team members can compromise and adapt their work styles.
Team-building activities: these exercises help team members appreciate diverse work styles and strengths.
Leadership intervention: sometimes, getting senior managers involved is necessary to provide solutions in line with the team’s and organisation’s goals.

Personality clashes

Personality clashes in the workplace are often inevitable. These clashes often come when there are big differences in communication styles or personal values. A classic example is the conflict between detail-oriented versus big-picture thinkers.

A detail-oriented employee might focus on the smaller details of a project, ensuring every aspect is meticulously handled. In contrast, a big-picture thinker may find this approach too limiting, preferring to focus on the overall vision and end goals. This can lead to frustration and misunderstanding on both sides.

Another common situation involves personality differences between introverts and extroverts. Introverts, who often prefer quiet, independent work, might find the extrovert’s preference for group discussions and collaborative workspaces overwhelming or distracting, leading to tensions and discomfort.

These approaches can help smooth over personality differences:

Awareness and acceptance: encourage an environment where differences in personalities are acknowledged and accepted.
Effective communication: foster a culture where open communication is encouraged, and each employee feels heard and respected.
Flexible work arrangements: offer flexible work arrangements that cater to different personalities. For instance, providing options for both collaborative spaces and quiet zones can help accommodate everyone.
Conflict resolution training: implementing training programs on conflict resolution can equip employees with the skills to better handle personality clashes.

Resolving conflicts in the workplace

Handling conflicts is a crucial aspect of maintaining a healthy workplace environment. Here are some methods for resolving workplace conflict.

1. Resolving workplace conflict through mediation

Mediation is an invaluable tool when it comes to resolving workplace conflicts, offering a calm, neutral platform where disagreements can be addressed constructively. Mediation typically involves a third party who facilitates sessions, allowing each side of the conflict the chance to speak without interruption, and steering everyone involved towards mutual understanding and resolution. Mediation techniques include:

Active listening: techniques such as paraphrasing and summarising ensure all parties feel heard and understood.
Identifying common ground: even on minor issues, finding common ground can create a positive atmosphere and open up conversation.
Brainstorming solutions: this collaborative approach shifts the conversation from blame and defensiveness to problem solving and innovation, paving the way for mutually beneficial outcomes.

2. Resolving workplace conflict through negotiation

Negotiation is a vital skill in the workplace, especially when it comes to conflict resolution. It focuses on finding a win-win solution that satisfies the needs and interests of all parties involved. Negotiation tactics include:

Active listening: this involves fully concentrating on what is being said and helps in understanding the other party’s perspective.
Collaborative problem solving: negotiation is not about winning an argument, it’s about finding a solution that works for all. Collaborative problem-solving encourages a sense of teamwork and partnership in resolving the conflict.
Clear communication: being able to articulate thoughts and concerns clearly and respectfully is essential in negotiation. This prevents misunderstandings and ensures that your points are heard.
Willingness to compromise: successful negotiation often involves compromise from all parties. A willingness to bend shows respect for the other party’s perspective and opens the door for them to do the same.

3. Resolving workplace conflict with better communication

Effective communication is essential when it comes to conflict resolution in the workplace. Clear, open and honest conversations also help prevent issues from happening in the first place. You could try:

Regular team meetings: holding regular meetings is a proactive way to foster communication. They allow team members to discuss ongoing projects, address concerns, and brainstorm solutions collectively.
Feedback sessions: constructive feedback sessions offer an opportunity to express concerns and for managers to provide guidance.
Open-door policies: implementing an open-door policy, where employees can speak freely with their supervisors, encourages transparency and trust. It assures employees that their concerns will be heard and addressed.

In addition to these, training in communication skills for all staff, including active listening, non-verbal communication and assertive speaking, can be beneficial. By investing in better communication practices, organisations can create a more harmonious work environment, where conflicts are resolved before they affect productivity or work culture.

How to answer workplace conflict questions in an interview

When facing interview questions about workplace conflicts, your response can showcase your problem-solving and interpersonal skills. Here’s how to approach these questions with confidence.

Describing a past conflict

When describing a past workplace conflict in a job interview, it’s important to focus on the learning experience and positive outcomes rather than dwelling on negative aspects. Choose an example where you resolved the disagreement and learned something valuable.

For instance, you could describe a situation where you had an overlap with a co-worker regarding client outreach that led to a fair compromise and successful client acquisition. Another example could be not following a process advised by a manager, which taught you the importance of communication.

It’s important to end your story on a positive note, demonstrating how the experience improved your skills or work relationships. This shows your ability to handle conflicts constructively and in a professional manner keeping the company’s best interests in mind.

Explaining resolution methods

When explaining how you resolved a workplace conflict in an interview, it’s essential to share the steps you took, emphasising your role in finding a solution.

Showcase your problem-solving and communication skills. For example, if asked, How do you resolve workplace conflicts? you might answer:

I focus on understanding different perspectives through active listening and clear communication. For instance, in a previous role, I mediated a dispute between team members by facilitating a conversation that acknowledged each person’s concerns, leading to a compromise that lined up with our project goals.

This approach demonstrates your ability to handle complex situations and prioritise teamwork.

Workplace conflicts are common and bound to happen when passionate, headstrong people work together. The good news is, there’s always a way to resolve them. Understanding the different conflict scenarios and knowing which resolution techniques can help you overcome them is crucial for maintaining a positive and productive work environment. Most people want a workplace where people get along harmoniously, and the ability to handle conflicts skillfully is essential to making that happen.

FAQs

What are common examples of conflict at work?

Common conflicts at work include:

interpersonal disagreements (like clashes between different personalities or work styles),
resource allocation disputes (such as competition for budget or equipment), and
differences in strategic direction or company policies.

Each of these examples of conflict arise from distinct causes and requires tailored approaches for resolution.