Career Advice

Workplace conflicts & tips to resolve them4 min read

April 16, 2021 3 min read
Workplace conflicts | Receptix


Workplace conflicts & tips to resolve them4 min read

Read­ing Time: 3 min­utes

On aver­age, a per­son spends almost 10.27 years at their work­place dur­ing his entire life­time. When you invest so much of your life in an envi­ron­ment with sev­er­al oth­ers, there is bound to be some fric­tion from time to time. This can also some­times esca­late to get­ting into work­place conflicts. 

To explain to you what can be the extent to which any work­place con­flict can esca­late, let me share a fact and a GIF. Accord­ing to a report by Man­age Con­flict, more than 50% of the employ­ees in the work­force report are being sued by oth­er employ­ees. This can leave a big hole in your pock­et, mak­ing you more stressed by the minute…

Workplace Conflicts | Receptix

In the work­place, there are var­i­ous types of peo­ple com­ing from dif­fer­ent types of back­grounds. So it is the respon­si­bil­i­ty of both the employ­ee and the orga­ni­za­tion to ensure that there’s a healthy envi­ron­ment to sus­tain and all the con­flicts are met with prop­er resolution.


Personal steps

1. Check in with yourself

Ego is one of those basic emo­tions like love or empa­thy which makes us human. How­ev­er, an uncon­trol­lable and pompous ego can be a major rea­son for con­flict in the work­place. Accord­ing to a recent study by CPP, 49% of work­place con­flicts hap­pen due to war­ring egos.

Hence, to avoid any unwant­ed con­flict and resolve any unavoid­able clash­es, an employ­ee has to con­stant­ly be aware that she/he is co-exist­ing at a work­place with dif­fer­ent per­son­al­i­ties and war­ring with each oth­er for no one.

2. Tone check

Your tone is more pre­cise in con­vey­ing a mes­sage than any punc­tu­a­tion in any lan­guage. How­ev­er, it is one of the most per­spec­tive-dri­ven medi­ums as well.

So, every employ­ee of the com­pa­ny should keep their tone in check while talk­ing to any of the sub­or­di­nates, man­ag­er etc. This not only reduces the chances of con­flicts but also puts you in the good books of your co-work­ers. Also, it nev­er hurts to be kind.

3. Keep your ears open

A ver­bal con­flict is noth­ing but a heat­ed debate. So, to reduce the heat, hear the flame. Any per­son­nel can eas­i­ly resolve her/his con­flict by just hear­ing what the oth­er par­ty has to say and how it is con­tra­dict­ing with their own notion.

Hav­ing this knowl­edge can help you find a mid­dle ground on which every­one can be sat­is­fied, with­out los­ing their heads over it

4. Avoid blame game and tackle the problem

This is one of those tips which are taught to us through­out our child­hood. The blame game is for the weak. One should be open-mind­ed to real­ize that the prob­lem is not with the par­ty you are quar­relling with but with the sys­tem and com­mu­ni­ca­tion. It becomes a very easy mat­ter when this is decid­ed as both par­ties can now con­cen­trate on the prob­lem and resolve it accord­ing to the managers/subordinates.


On an organizational level

On aver­age, employ­ees spend 2.8 hours of their week man­ag­ing and resolv­ing con­flicts emerg­ing in the work­place. This, along with mon­ey uti­lized in legal han­dling, points to make any orga­ni­za­tion real­ize that con­flicts are very harm­ful to them. Hence, every orga­ni­za­tion must make sure that con­flict is kept at a min­i­mum, ide­al­ly being none.

How­ev­er, the employ­ees may not always fall in line with the orga­ni­za­tion poli­cies and may lack that con­trol to resist con­flicts. Orga­ni­za­tions need to take reg­u­lar con­flict res­o­lu­tion sem­i­nars and work­shops to cre­ate a win-win-win sce­nario for both the quar­relling employ­ees and the organization.

It is also the duty of the com­pa­ny to ensure that there is a healthy con­ver­sa­tion, both inter­de­part­men­tal and intrade­part­men­tal. This ensures that every­one works in accord with the orga­ni­za­tion­al goals and have cama­raderie with one another.



In con­clu­sion, I would like to say that once any quar­rel is giv­en time, it is just a dif­fer­ence of opin­ion — we need to cor­rect the dif­fer­ence and not the peo­ple hav­ing the dif­fer­ence. Also, orga­ni­za­tions can play a huge role in keep­ing all the team togeth­er and aimed towards a goal.

From an opti­mistic per­spec­tive, con­flict is the unavoid­able col­lat­er­al dam­age of prob­lem-solv­ing and uti­liz­ing these tips might sur­prise you with how quick­ly con­flicts are resolved when every­one involved keeps a cool head and works togeth­er to solve the problem.

An optimistic nihilist who has a keen interest in marketing and all things content.
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