Where people work together, conflict will sometimes happen. Different ideas, personalities, priorities and experiences can create disagreement. That does not automatically make conflict a bad thing.
Healthy disagreement can challenge our thinking, help us clarify ideas and bring different perspectives to the table. The question is not whether conflict exists, but what happens when it does.
The problem starts when disagreement becomes tension, resentment, avoidance or ongoing stress and is left unresolved. Small issues can grow when people stop communicating or make assumptions about each other.
So, what can cause conflict in the workplace?
1. Different objectives, values or needs
People do not always see a situation in the same way. One team member may value speed, while another prioritises accuracy. Someone may have different expectations because of their experience, training or personal needs.
Conflict can arise when those differences are not discussed or when people assume everyone sees the situation as they do.
2. Different expectations of results
You may believe the goal is to complete a project quickly, while someone else believes the priority is getting every detail right.
Neither person may be wrong. The conflict can come from not having the same understanding of what success looks like.
Clear expectations, roles, responsibilities and deadlines can prevent many misunderstandings before they become conflict.
3. Different perceptions
This is where communication can become particularly tricky.
We see someone’s behaviour, but we do not always know why they behaved that way.
A short email might be interpreted as rude. A colleague who does not contribute in a meeting might be seen as uninterested when they may simply be uncomfortable speaking up.
When we fill in the gaps with our own assumptions, conflict can grow.
Before deciding what someone meant, ask:
“Can you help me understand what you meant by that?”
That simple question can open a conversation rather than an argument.
4. An unwillingness to face the problem
Sometimes everyone knows there is an issue, but nobody wants to address it.
The difficult conversation gets postponed. People work around each other. Frustration builds. Eventually, the original problem may become much bigger than it needed to be.
Recognising conflict early
Look beyond the obvious argument. Changes in behaviour, withdrawal from meetings, reduced cooperation, falling productivity, increased tension or people avoiding each other can all be signs that something needs attention.
Two simple ways to handle conflict
First, deal with the issue, not the person. Focus on what happened, what the impact was and what needs to change.
Second, listen before trying to solve it. Give each person an opportunity to explain their perspective and check that you have understood it.
And remember, not every disagreement needs to be eliminated. Sometimes a healthy difference of opinion is exactly what a team needs.
The goal is not a workplace where nobody disagrees:
It is a workplace where people can disagree respectfully, communicate openly and address problems before they become bigger than they need to be.
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Trish Springsteen
Public Speaking and Confidence Coach, Get Known Be Seen Specialist
Australia’s Leading Expert in Empowering Introverts
Multi International Award Winning Mentor
Inspirational Speaker, MC
International Award Winning Best Selling Author
Host Get Known Be Seen WebTV
I Believe in You until You Believe in Yourself
Clients work with Trish because they know she helps people who have something valuable to say become confident enough to say it — and visible enough to be heard. Trish typically works with small business owners, introverts, authors, advocate, the quiet expert and the emerging speaker/leader. You don’t need to become louder. You need the confidence to let people hear what you already know. Trish helps you go from Fear to Confidence, Confusion to Clarity, Unknown to Visible.
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