Conflict in the workplace is like a bad office potluck: inevitable, messy, and sometimes downright unpalatable. But unlike a questionable casserole, unhealthy conflict—such as bullying and harassment—can leave long-lasting impacts on both individuals and organizations.
This is why solid Conflict Management Training is not just relevant: it’s crucial.
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The Reality of Workplace Conflict
A recent study shows a stark contrast between employers’ confidence in their policies for handling workplace conflict and employees’ confidence in using them. Nearly half of employees (47%) experiencing conflict simply “let it go,” while only 29% brought the issue to their manager or HR. This isn’t the “Frozen” version of letting go—it’s a festering kind that undermines workplace morale and productivity.
So, what’s going wrong? Employers often believe they’ve equipped their teams with the tools to resolve conflict, but employees may lack the confidence to speak up or seek resolution. This disconnect is the elephant in the room, and it’s not going away without intervention.
The Role of People Managers: Solution or Problem?
People managers play a pivotal role in managing workplace dynamics, yet opinions on their effectiveness are split. While many employers believe their managers can resolve conflict quickly and understand what constitutes bullying, 49% also acknowledge that line managers can sometimes cause conflict. This figure rises to a whopping 61% in the public sector.
What does this mean? It’s time to give managers the skills they need—not just the authority—to address conflict constructively. Investing in training and guidance can transform managers from part of the problem into champions of resolution.
Conflict Happens—Now What?
Conflict is as inevitable as office coffee running out before your turn, but there’s good news: it’s manageable. Creating a workplace culture of dignity, respect, and inclusion can significantly reduce unhealthy conflicts. But fostering this environment requires intentional actions:
- Encourage Early and Informal Resolution: Think of it as nipping conflict in the bud before it blossoms into a thorny issue. Early intervention can prevent minor disagreements from escalating into major disputes.
- Understand Team Dynamics: Building a deeper awareness of conflict triggers in your organization can help prevent issues from arising.
- Empower Employees to Speak Up: Providing employees with the confidence to raise concerns is vital. It’s not just about having policies in place; it’s about making sure people feel safe to use them.
- Train Managers: Managers should be equipped with the skills to identify, address, and prevent conflicts effectively. This isn’t about giving them a handbook—it’s about empowering them with real, actionable tools.
The Employee Experience: A Snapshot
Conflict doesn’t just stay at the meeting table; it lingers in workplace relationships. While most employees report good relationships with managers and colleagues, a significant minority (20%) feel excluded for being “different.”
Unresolved conflicts can push employees out the door. Nearly 10% of employees experiencing workplace conflict start looking for another job. That’s a costly outcome for any organization—both financially and culturally.
Recommendations for Employers
- Promote Informal Resolution: Equip teams with strategies to address issues early, avoiding escalation.
- Create a Conflict-Resolution Framework: Develop clear pathways for employees to voice concerns and resolve disputes.
- Invest in Manager Training: Ensure line managers are equipped to handle conflict professionally and proactively.
Why Take a Conflict Management Training?
An effective conflict management training can help bridge the gap between policies on paper and practices in real life. It’s not just about managing disputes; it’s about transforming your workplace into a thriving, respectful, and collaborative environment.
Explore our Conflict Management Training today—it’s the first step to building a future where your workplace runs smoother than that dreaded potluck.
Source: Adapted from CIPD’s report, How Employers Are Tackling Bullying and Harassment at Work.