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Find the safest and easiest way to resolve your workplace issue
Peninsula Group, HR and Health & Safety Experts
(Last updated )
Peninsula Group, HR and Health & Safety Experts
(Last updated )
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In the workplace, having unique perspectives and talents can increase business prosperity.
But when personalities clash and discussions become hostile, workplace conflict can affect more than work relationships. The consequences can range from frustration to offence–meaning employees could suffer from unlawful treatment during work.
As an employer, you could face discrimination claims through tribunals–followed by business penalties, disruptions, and possible closure.
Read all about workplace conflicts, the causes for disputes at work, and how to resolve them without discriminating against both parties.
Find the safest and easiest way to resolve your workplace issue
Conflict in the workplace happens when there are disagreements between colleagues. These occur because the individuals have opposing ideas, interests, or beliefs.
Having conflicting ideas is part and parcel of business life. However, sometimes arguments can become unpleasant or go too far. Then, employee conflicts in the workplace become unprofessional, and even unlawful.
There are several conflicts that could occur at work–this is because work disputes won’t be identical.
Workplace conflict can include:
When disagreements become hostile, a conflict resolution in the workplace will need to be in place for such an occurrence.
As long as viewpoints will differ, there will always be different types of conflict in the workplace–some, more manageable than others.
Here are some common examples of workplace conflict:
This is when individuals cannot reach an agreement due to a clash in personality. It’s the most common form of workplace conflict.
As humans are unique individuals, it’s almost impossible to be cohesive with everyone. However, it’s important to listen and recognise different personalities and viewpoints.
Within a company, interdependent areas work together to produce revenue and output. But, through these channels, sometimes communication can become lost or distorted.
For example, you work as a payroll coordinator, and are aware that two new graphic designers have been hired. You need their personal information to pay wages, but their manager hasn’t replied to your emails.
Here, a lack of correspondence can create backlogs and conflicts between the two departments. Having open understanding for work needs can help smooth the transition between different work division.
This commonly occurs because people have individual preferences for working. No two people will work in the same manner or pattern as another.
But frustrations can grow, especially during collaborative tasks and projects. Here, you need to ensure that both employees recognised the differences in working methods.
When it comes to management styles, everyone will have different methods and directions. Some leaders are empathetic and considerate; some are more strict or direct.
Your management style must balance employee and customer satisfaction. A happier workforce leads to healthier work production–which benefits everyone relevant to the business.
If you don’t deal with workplace conflicts, it can have negative impacts on employee relations. The consequences of unresolved conflict can cause:
You must learn to spot the signs early when managing conflict in the workplace. Sometimes, nipping a problem in the bud is the best form for resolution.
Keep open forms of communication to resolve misunderstandings that might affect employee performance and engagement.
Here are strategies for resolving conflict in the workplace:
Mediation is when a third party is used to resolve disputes. It’s used for issues like, workplace discrimination, harassment, and contractual disputes.
Mediation is suitable for solving workplace conflict when:
If an employee raises an issue relating to work conflict, handle it through your grievance procedures.
This is especially important for cases that involve unlawful activity, like discrimination or abuse. Failing to manage the conflict could lead to tribunal attendance and even costly penalties.
In the end, conflict is part of everyday business culture; as all employees bring a unique set of traditions and values.
But when people are unfavourably treated or disrespected, that’s when you must deal with the situation appropriately.
Neglecting this can result in employees raising claims of unfair and unlawful treatment. Which can have detrimental effects on your employee relations and business reputation.
Peninsula offers expert guidance on dealing with workplace conflicts and disputes. We have bespoke workplace mediation policies and procedures which can help manage disputes lawfully.
Our clients get access to 24/7 HR consultation on grievance and disciplinary management. And if you are not yet a client, you can still enjoy free advice from one of our business specialists.
Want to find out more? Contact us on 0800 028 2420 and book a free consultation with an HR consultant today.
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When AI meets 40 years of Peninsula expertise... you get instant, expert answers to your HR and Health & Safety questions