How to handle workplace conflict effectively

Let’s be honest, we don’t always get on with everyone we work with. Workplace conflict is a normal part of business, but if it is left unresolved, it can lead to stress, decreased job satisfaction, lower productivity and poor morale, so it’s best to get it handled effectively and quickly.

Conflict can arise for many reasons, including clashing personalities, competing priorities, or unclear roles and responsibilities. As a line manager, it’s essential to step in and resolve these situations before they escalate. To support you, we’ve put together some helpful advice below to help manage and resolve workplace conflict constructively:

Identify conflict early

The earlier any conflict is recognised, the easier and quicker it is to resolve. Small issues can escalate quickly if they are ignored, so stay alert for changes in behaviour, communication breakdowns or shifts in team dynamics. Checking in regularly with the team, having open conversations and having an approachable line manager can help.

Set clear expectations and boundaries

Conflict can often arise from misunderstandings around roles and responsibilities in the workplace, so clearly outlining what is expected of everyone, is a must. When everyone understands what is expected of them, there is far less confusion and friction.

Provide a safe space to talk

Creating an environment where employees can express their concerns confidentially and honestly encourages them to speak up. As a line manager, you should listen without interrupting, avoid taking sides and focus on understanding all perspectives. Sometimes, giving people the opportunity to simply talk things through, can reduce tension and even help resolve matters.

But equally as important is sometimes you do need to act, so don’t shy away from difficult conversations.

Provide conflict training

If you want to ensure workplace conflict is handled correctly, formal training for managers is essential, as in our experience, many don’t feel confident with handling conflict. There are different reasons for this, but least of all because like all human beings, they want to be liked. They need to understand that having the skills to navigate difficult conversations, manage emotions and mediate fairly will make a difference.

Always follow up

Even though an issue might be resolved, it’s crucial to follow up on it a few days/weeks later to ensure everything that was agreed is still being implemented and relationships are improving. It’s also a good opportunity to hear of any lingering concerns and it shows employees they are being supported, even long after the issue has been resolved.

Conflict is just another challenge that comes along with running a business, so if you need guidance on handling difficult conversations, resolving disputes, or putting processes into place, we are the experts and we can help you. 

We specialise in supporting small businesses with HR solutions, so you can resolve issues quickly, fairly, and with confidence. Get in touch today to see how we can support you.

Many of you will have seen the news in December that the Employment Rights Bill received Royal Assent and is now officially the Employment Rights Act 2025. This Act is set to give the biggest shake up in employment law in decades and all employers, regardless of size, will need to make changes.

If you need support navigating your way through what this legislation means and what changes you need to make in your HR policies/procedures, please do get in touch as we would love to help.