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Managing Workplace Conflicts

Jan 31

3 min read

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man with  hands on woman's shoulders

Unfortunately, workplace conflicts are an inevitable part of any organisation, whether it’s a disagreement between colleagues, a clash of personalities or a dispute over responsibilities. However, conflict does not have to be detrimental and when it is managed effectively, it can lead to innovation and stronger working relationships.  


Employers and managers often face the challenge of addressing disputes promptly and effectively. Unresolved conflicts can have immense consequences such as decreased productivity, high staff turnover and a toxic workplace culture. The legal risks associated with unresolved disputes can also be significant, potentially leading to costly litigation and reputational damage. 


Clearly, understanding the importance of conflict management is crucial for maintaining a productive workplace. In this article, we will explore the causes of workplace conflicts and provide practical strategies for managing them.


Our aim is to equip you with the knowledge and tools needed to navigate conflicts effectively and foster a positive work environment. 


Understanding the Root Causes of Conflict 


Workplace disputes often stem from common issues such as a personality clash, a breakdown in relationship, a misunderstanding or a lack of clear communication. For example, in the case of Gallacher v Abellio Scotrail Ltd UKEATS/0027/19, the Employment Appeal Tribunal upheld the decision that the dismissal of an employee due to an irretrievable breakdown in the working relationship was fair, even though no formal procedure was followed in the dismissal. The case fundamentally revolved around a personality clash.


It underscores the importance of both parties being open to collaboration and the mending of any breakdown in the working relationship.  

breaking pencil in hands

There are also often cultural or generational differences between colleagues who come from different backgrounds or perspectives which can sometimes result in misunderstandings. For instance, a study conducted by the London School of Economics and Political Science in collaboration with Protiviti surveyed 1,450 employees in the UK and USA. The results highlighted that friction between employees from different generations in the workplace negatively impacts productivity and emphasised the need for intergenerationally inclusive work practices. 


Why Workplace Conflict Management Matters 


According to the CIPD Good Work Index 2024, a quarter of UK employees (an estimated 8 million people) have experienced workplace conflict in the past year. It’s important to note that persistent conflicts create hostile work environments which affect overall employee well-being. The report worryingly found that 42% of employees reported feeling exhausted all or most of the time, compared to 18% of those who did not experience conflict.


Additionally, 37% of employees involved in conflicts felt under pressure all or most of the time, compared to 15% of those without conflict. Only 28% of employees who experienced conflict said their work positively impacted their mental health, compared to 43% of those who did not experience conflict.


Employees are more likely to leave such an environment, leading to increased recruitment and training costs. For the employees that stay, unresolved conflict leads to a decrease in productivity. 


How to Manage Workplace Conflicts Effectively 


Firstly, make sure you identify issues early. Frequent disagreements, reduced communication or changes in behaviour can be early indicators of conflict. Addressing concerns promptly can prevent them from growing into larger problems. Make sure to also encourage open communication and create a safe environment by ensuring employees feel comfortable voicing concerns without fear of judgement or retaliation.


dice with faces

Private discussions in a neutral setting often foster trust and transparency. Try to understand all available perspectives and actively listen. Ask open-ended questions and avoid making assumptions because a full understanding of the situation will ensure a fair and balanced approach to resolution. You should focus on solutions, not blame. Shift the focus from assigning blame to finding constructive solutions. For example, you can do this by involving employees in brainstorming ideas to resolve the issue and move forward. 


Setting clear action points and establishing actionable steps will also ensure that everyone understands their responsibilities which will in turn prevent any potential future misunderstandings. Finally, make sure to follow up regularly and monitor any progress. Check in with employees after a resolution has been implemented, this shows your commitment to fostering a healthy work environment and will in turn help you identify any lingering or underlying concerns. 


Conclusion 


Proactive conflict management mitigates potential legal risks and enhances employee satisfaction and retention. When employees feel valued and understood, they are more likely to be engaged and committed to their roles, in turn contributing to the overall success of the organisation. 


By investing in conflict resolution training and resources, employers can equip their managers with the skills needed to navigate disputes constructively. This investment in a positive workplace culture ultimately pays off in terms of higher productivity, better employee morale and a stronger organisational reputation. 


 

Call a specialist employment lawyer  


Magara Law is an employment law firm in Bicester, Banbury, Reading and Paddington, London, and services clients nationwide. 


For more information or to contact our employment law team at Magara Law, call 01869 325 883 or email roy@magaralaw.co.uk.





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