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Conflict Resolution #2: The Rise of Conflict

by Tristan

This is article 2 of the series on Conflict Resolution.

Disputes between colleagues are not uncommon in any company, no matter how small. Even in a professional setting, a wide range of viewpoints, personalities, and values can lead to conflict. Dealing with these issues promptly is crucial to preserving a healthy work environment.

A dispute may seem like a small issue at the moment. However, when nothing is done to resolve it, it can quickly become a much more serious problem. When a minor argument escalates into a fight, it slows down the work of the team.

As a result, managers must be aware of the underlying reasons for employee conflict, so they can intervene before things spiral out of control. Learning the causes of a disagreement is crucial for conflict resolution. In this instalment, we will discuss how conflict can manifest in the workplace.

Lack of Communication

Workplace conflict often stems from a breakdown in communication. Employees and managers alike must ensure that responsibilities are communicated effectively so that no one is left in the dark. Employees may form inaccurate expectations regarding a project due to a lack of clear and explicit communication. A few examples of bad communication include:

●     Poorly structured teams: Pointing fingers is inevitable if you’re collaborating on a team project with no assigned roles or deadlines.

●     Rampant gossiping: If gossip is going through your company, employees may get worried about their jobs, question the company’s future, or fear that they are being unjustly represented.

●     Closed loops: A lack of coordination across departments on a significant project can result in a level of misunderstanding that not only delays development but also escalates to internal divisions.

If left unaddressed, poor communication not only hurts business efficiency but also lowers employee morale.

Personality Clashes

In a typical workplace, you’ll find a wide spectrum of people with different personalities and ideals. When one employee fails to acknowledge or respect the differences amongst their co-workers, this can lead to a host of problems. When people’s personalities clash, it’s possible for one to insult the other unintentionally. Intolerant employees may escalate their hostilities until they resort to verbal or physical abuse, worsening the situation.

For example, people with a direct or aggressive attitude may say whatever comes to mind, even if it’s not the best time to say it out loud. Someone with a loud personality could annoy or offend someone who isn’t as vocal or assertive. Anger may ensue if the co-worker perceives the direct employee as impolite.

Personality conflicts in the workplace are rather common. In fact, the Chartered Institute of Personnel and Development (CIPD) estimates that 38% of employees will have disagreements with a co-worker at some point in their careers. Such conflicts may result in co-workers refusing to work with each other, demanding that other employees be relocated, or causing an “either they leave or I leave” predicament.

Different Values and Principles

When there is a substantial generation gap between individuals, disagreements about beliefs and principles are more likely. Because many younger employees of the company may lack the same work styles as their older counterparts, disputes may occur. The antagonism in the office is not caused by a contrast in values but rather by a lack of acceptance of such differences.

When co-workers refuse to respect their differences, they run the risk of waging personal attacks on one another’s morals and ethics. Disagreement is exacerbated when one party resorts to petty insults or verbal retaliation. Individuals raised in different periods may have distinct ways of thinking and communicating, which can lead to conflict. Changes in technology and working arrangements that bring together people of all ages could aggravate these tensions.

Unhealthy Competition in the Workplace

In some industries, competition is more intense than in other fields of work. When an employee’s income is tied to their performance, they may feel a strong sense of competitiveness among their co-workers. Workplace competition can be beneficial and can enhance output, but it’s possible that friendly rivalry can devolve into unhealthy conflict if it becomes offensive, confrontational, or violent.

When toxic competition is not dealt with appropriately, employees may resort to sabotaging their co-workers’ efforts or poaching customers for their own advantage. Unfortunately, nasty and unhealthy rivalry encourages greed and selfishness while simultaneously inhibiting teamwork, camaraderie, and progress inside the workplace.

Resistance to Change

Individuals get caught in their routines because they’re predictable and easier to do. It’s natural for people to be afraid of the unknown when things change. Change can be daunting and can lead to disagreements between members of a team and those in charge.

Remind yourself that some individuals will go through a natural transition from resisting change to welcoming it. The path to accepting new things may be paved with doubt, anger, uncertainty. Rejecting the unfamiliar is a universal human response, and this rejection can often turn hostile.

Overwhelming Workloads and a Lack of Resources

Workers may feel under pressure to fight for limited resources when their organisations do not have enough for them to execute their tasks. As a result, some team members may believe they are doomed to failure. Alternatively, if employees believe that the volume of work is overwhelming or that they are getting pushed to the limit, they might develop animosity toward their managers or colleagues, leading to conflict.

For instance, a team member who believes that they are labouring under the weight of an excessive workload might harbour resentment toward a colleague who seems to be burdened with fewer responsibilities.

The Bottomline

Because no two people are exactly alike, conflicts will inevitably arise, especially in the workplace. For a company to be successful, effective conflict management practices must be implemented. These measures will help prevent any problem from becoming too large for either the team or the entire firm to address.

One of the crucial steps for conflict resolution is identifying the underlying causes of the disputes. In this article, we’ve covered several manifestations of conflict in the workplace.

For the next part of this series, we will discuss the first stage of conflict escalation, according to Glasl, which is tension. Stay tuned and learn more about conflict resolution!

Tristan

Tristan

A coach and transformation expert, bringing practicality to the forefront of every project. Holds certifications in Scrum, Kanban, DevOps, and Business Agility, and is one of the few Accredited Kanban Trainers (AKT) globally. Specialises in efficient business operations. Currently completing ICF PCC Level 2 certification.

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