Most people will experience some form of workplace conflict at some point in their career. While it can sometimes feel easier to avoid, managing conflict effectively can encourage honest communication, effectively address issues, and ultimately lead to improvements in the workplace.
This guide will explore what workplace conflict is, the different forms it can take, and share strategies for resolving disagreements professionally. It will also cover formal procedures available if a situation cannot be resolved informally.
Estimated reading time: 6 minutes
- Key takeaways
- What is workplace conflict?
- How to resolve workplace conflict professionally
- Using formal procedures for conflict resolution
- Conclusion
Key takeaways
- Workplace conflict is a common issue in a professional environment
- Most workplace conflict can be grouped into relationship, task and value conflict
- A majority of workplace problems can be settled informally through discussion
- Formal procedures are available if conflict cannot be resolved informally, or if the conflict is of a serious nature
What is workplace conflict?
Put simply, workplace conflict is a disagreement, misunderstanding or clash between people in a professional environment. Conflict can arise between colleagues, managers and employees, or team members working on the same project. Whilst the word ‘conflict’ might sound serious, it doesn’t necessarily mean there is hostility in the team. In many cases, conflict might develop because of differing expectations, working styles or personal values.
Conflict in the workplace can broadly be divided into three main areas: relationship, task and value conflict.
Relationship conflict
This type of conflict is often driven by emotions or individual personalities rather than a specific work issue. Examples include:
- Personality clashes – individuals may struggle to work together as they have very different personalities, which could lead to awkwardness or tension
- Differing communication styles – some people might have a more direct communication style that others find too ‘blunt’
- Communication issues and misunderstandings – unclear instructions, assumptions and misunderstandings about tasks/projects may lead to errors
- Pressure or stress – tension may arise if someone has multiple deadlines to meet, and is finding it difficult to handle their workload
Task conflict
Task conflict happens when people disagree about the work itself. For example:
- Different working styles – team members might disagree on how tasks should be completed
- Workload imbalance – someone might feel they are carrying more responsibility than other colleagues
- Unclear expectations – disagreements can occur when colleagues have different understandings of responsibilities, priorities or deadlines
Value conflict
This type of conflict occurs when people have different beliefs, principles or priorities that affect how they approach their work.
- Ethical differences – colleagues may disagree about acceptable working practices or decision-making
- Different priorities – one colleague may prioritise speed while another prioritises quality or accuracy
How to resolve workplace conflict professionally
In most cases, problems in the workplace can often be resolved informally by speaking directly with the colleague involved. By taking the following steps, you can calmly and confidently manage conflict, improve working relationships, and work towards a more positive and productive workplace.
Address the issue early
It’s best to address any workplace conflict early, as avoiding the issue allows resentment and ill-feeling to build. Choose an appropriate time and place for the discussion – for example, it wouldn’t be a good idea to speak last thing on a Friday.
Choose the right setting
Whenever possible, discuss workplace conflict face-to-face rather than over email or instant messaging. Speaking directly often makes it easier to explain your perspective and avoids any potential misinterpretations of your tone.
Stay calm and professional
When addressing the conflict, try to avoid being overly emotional or personal. Express how the situation is affecting you through phrases such as ‘I feel…’ rather than language that apportions blame, as in ‘You always do this…’
Listen actively
Allow the other party a chance to explain their perspective; listen carefully without interrupting or planning your reply. Once they’ve finished, ask questions to clarify anything you may have misunderstood. You may discover that the issue resulted from a misunderstanding rather than intentional behaviour.
Focus on finding a solution
Identify the goals that you both share and agree on practical actions you will take to resolve the issue. You might also discuss any changes to implement to ensure the issue doesn’t arise again. It could be that there is not a perfect solution, but instead both make adjustments to reach a compromise.
Keep a record
If the conflict is ongoing, it can be useful to keep a record of discussions and agreed actions. This can help you track progress and provide evidence if it needs to be escalated further in the future.
Using formal procedures for conflict resolution
Unfortunately, there may be occasions where instances of workplace conflict require a more formal approach, if informal discussions have been unsuccessful, or if the nature of the conflict is more serious. Certain situations should be reported straightaway rather than handling informally, including:
- Repeated bullying behaviour
- Harassment or discrimination
- Aggressive or threatening conduct
- Serious breaches of workplace policies
In these circumstances, follow your organisation’s reporting procedures and seek support from appropriate channels.
In other instances, if you’ve attempted to resolve the issue yourself and the situation has not improved, there are some additional steps you could take to manage conflict in the workplace.
Escalating the issue to your manager
If you raise a concern more formally with your manager, they might be able to facilitate further discussions and help to identify practical solutions. When raising concerns, try to:
- Be objective
- Provide specific examples
- Explain any steps already taken
- Focus on the impact of the issue
Raising a formal grievance
Most organisations will have a formal grievance procedure that you can use to raise workplace concerns. Typically, this would involve:
- Submitting a formal complaint
- Meeting with management to discuss the issue
- Your employer investigates the concerns raised
- A decision and potential resolution
Check the HR policies at your organisation for more information on raising a formal grievance about workplace conflict.
Seeking support via mediation
Mediation usually involves an independent person who helps both parties discuss the issue and identify a solution. Speak to your organisation’s HR team for more information about how the mediation process might assist you.
Conclusion
Although it can feel challenging to address workplace conflict, in most situations, approaching it calmly and professionally goes a long way to resolving issues and creating a more supportive and productive workplace. Remember that if informal discussions aren’t appropriate or don’t resolve the issue, formal procedures exist to support you if needed.
Looking to read more about life at work? Explore more advice articles from Unitemps:
Written by Amy Evan-Cook.
Last updated on 12 August 2026
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