How to manage workplace conflict: 7 examples and resolution strategies

Conflict in the workplace can emerge when employees experience disagreements, misunderstandings, or competing goals. Though it might seem like a hurdle, conflict also presents an opportunity for growth, innovation, and improved communication skills. HR managers and teams who effectively engage in problem solving around conflict can maintain a more harmonious environment, strengthen leadership practices, and help employees remain motivated.

Whether the issue is a minor dispute over roles or a major disagreement about company vision, conflict can influence everything from morale to overall productivity. How you manage conflict sets the tone for the entire workplace. 

In this guide, we’ll explore what conflict really is, why you should try to resolve conflict swiftly, and which conflict resolution strategies and tools can help managers keep everyone engaged, satisfied, and getting along.

What is workplace conflict? 

Workplace conflict refers to any dispute, clash, or disagreement that emerges among employees, managers, or entire teams within a work environment. Workplace conflicts might arise from differing communication approaches, conflicting values, or unclear responsibilities. While some conflicts can be mild misunderstandings that resolve themselves quickly, others can escalate into more serious situations involving discrimination, harassment, or a breakdown of trust.

When tensions run high, conflict can impact productivity, hamper effective leadership, and create resentment between the parties involved. 

By learning what conflict resolution is and acknowledging its importance, HR professionals can approach workplace disputes with proven strategies to mitigate them. Doing so not only safeguards employee well-being but also helps maintain a positive working environment, where employees feel valued and heard.

6 causes of workplace conflict 

Below are six of the most frequent reasons conflict arises among employees and managers. Understanding these causes can help you approach disputes with effective conflict resolution before they escalate.

• Miscommunication: Miscommunication is a primary catalyst for conflict. When communication lines are blurred, employees and managers may form incorrect assumptions, leading to disagreements and tension. Clear, consistent conversations are essential for preventing small misunderstandings from growing into major conflicts.
• Personal or cultural differences: Individual personality traits, cultural backgrounds, and personal values can also spark conflict. One colleague may perceive another’s behavior as disrespectful, leading to a dispute that quickly intensifies. In this case, the right conflict resolution approach requires empathizing with both parties, clarifying the core issues, and crafting a solution that respects everyone’s differences. Skilled leadership can transform these challenging situations into opportunities for mutual growth.
• Variations in learning or work styles: Different employees have different work styles, and mismatched approaches can lead to conflict. For example, a colleague who thrives on group brainstorming might clash with someone who prefers independent research. Clashing work styles can create disagreements and hamper productivity if not addressed. Encouraging open conversations and emphasizing that no single work style is “better” can help everyone involved find common ground.
• Role ambiguity: Role ambiguity occurs when employees and managers are uncertain about their specific responsibilities. Uncertainty can spark conflict as tasks remain undone or are duplicated, resulting in disputes over who should handle what. Clearly defined roles and a transparent chain of leadership can help resolve these conflicts before they become larger problems.
• Biases or stereotypes: In many workplaces, unconscious biases or stereotypes about race, gender, or background can fuel conflict. Such behaviors may create resentment and escalate existing disputes. HR professionals should be involved in developing policies and training programs that foster respect and understanding among all parties.
• Harassment and discrimination: Harassment and discrimination in the workplace can create a toxic work environment, often escalating conflicts. Behaviors that single out specific employees or groups can lead to intense disputes, resentment, and even legal ramifications. It is crucial for managers to remain involved in setting zero-tolerance policies and enforcing them consistently, so that all parties feel safe and respected.

The importance of managing workplace conflict 

Left unresolved, conflict can erode trust, undermine leadership, and reduce overall team cohesion. Proactive conflict management not only helps maintain a healthier work environment but also preserves productivity and morale. Below are some of the most significant negative impacts of unresolved conflicts.

1. Decreased productivity

Unresolved conflicts drain mental energy and shift focus away from work, making it harder for employees and managers to stay productive. Prolonged disagreements can also discourage open conversations about topics like problem solving and innovative ideas, holding your team back from reaching their full potential. Ultimately, when individuals are preoccupied with conflict, overall productivity suffers.

2. Higher turnover rates

When conflict persists, employees may look elsewhere for a more positive work environment. If disputes or harassment issues go ignored, resentment can build, and talented workers may leave to escape toxic behaviors. Finding a solution early on can prevent high turnover, saving your organization time and resources spent recruiting and training new employees.

3. Lower employee morale

Chronic conflicts breed negativity, which, in turn, reduces employees’ enthusiasm and commitment. Low morale can cause frustration, disengagement, and more frequent disagreements, creating a toxic cycle of conflict that becomes self-reinforcing. 

By practicing effective conflict resolution and ensuring managers remain involved in addressing disputes, leadership can restore trust and foster a more supportive team dynamic.

7 workplace conflict examples

Below are seven common examples of conflict at work. Each conflict can strain relationships among employees, but also serve as a valuable learning opportunity if managed effectively. For every scenario, we’ll detail possible conflict resolution steps and conflict management tactics you can employ to keep your organization running smoothly as you navigate the issue.

1. Poor communication 

When communication channels fail, misunderstanding flourishes, and small issues can balloon into major conflicts. For example, a simple request from a manager might be interpreted differently by employees, leading to a disagreement that escalates into a workplace dispute. 

To manage conflict in this example, clarify the conversation by restating each party’s needs, and encourage an open-door policy for questions. A proactive approach to conflict resolution can help resolve the conflict before it undermines morale or productivity.

2. Workstyle differences 

Workstyle differences are often caused by varying preferences in how tasks are organized, delegated, or completed. One colleague may be highly detail-oriented, while another might prefer a big-picture perspective. Divergent work styles can trigger conflict if not openly discussed. 

Managers can foster better communication by holding team conversations about individual needs and encouraging problem solving sessions where everyone can propose solutions. When employees feel involved in creating processes that accommodate different styles, tensions are less likely to escalate.

3. Personality-based conflicts 

Personality-based conflicts arise when individual traits and behaviors clash, causing friction within a team. For example, a highly competitive employee might view a more laid-back colleague as lacking ambition, sparking a dispute. If left unchecked, these conflicts can escalate and breed resentment. 

Managers must remain involved by facilitating open conversations and encouraging each side to explore conflict resolution examples that highlight how others have solved similar issues. In some cases, bringing in a trained mediator can help both parties reach a mutually beneficial solution.

4. Bullying or discrimination 

Bullying and discrimination can create an immediate and severe conflict at work, damaging employee well-being and overall team spirit. Harassment in any form erodes trust, fosters fear, and spurs ongoing disputes. 

Managers need to intervene swiftly by documenting all behaviors, holding private conversations with the parties involved, and enforcing strict consequences for violations. A dedicated mediator may be necessary to help resolve conflicts fairly. In some cases, anti-discrimination training may be required to comply with laws in your organization’s jurisdiction. Finding a swift solution not only protects employees but also upholds the organization’s values and legal obligations.

5. Leadership conflicts 

When those in leadership roles disagree or provide inconsistent directives, conflict can spread quickly throughout the organization. A leadership dispute can leave workers feeling confused and undermine respect for higher-level decision-making. 

To resolve conflict effectively here, managers must align on core objectives, maintain consistent communication, and present a united front. In some situations, scheduling a constructive conversation with all involved leaders can yield a collaborative solution that keeps the team working together.

6. Resistance to change 

Organizational changes—such as new technology, restructuring, or revised processes—often cause anxiety and conflict in workplaces. Employees who are comfortable with established methods may show resistance, leading to ongoing disagreements and potential disputes. 

Managers can manage these types of conflicts by communicating the rationale behind changes, listening to feedback, and involving teams in decision-making. An HR professional can also mediate the situation, making sure all parties feel heard and helping to resolve the conflict in a way that supports long-term adaptation.

7. Remote team misunderstandings

With remote work as prevalent as it is, communication barriers can lead to conflict due to a lack of face-to-face cues. A simple disagreement over email tone can escalate when colleagues never have a real-time conversation to clarify intent. 

To manage conflicts in virtual settings, use video meetings for sensitive discussions and apply conflict resolution strategies like active listening and setting shared objectives. Managers should remain involved, making sure that all employees—both remote and in-person—has a forum for questions, and that digital collaboration tools are used effectively to resolve conflicts.

How to handle conflict at work: 4 steps for resolution

Handling conflict at work effectively often requires a structured approach. Below are four steps for resolving workplace conflict in a fair, productive way. By applying these conflict resolution techniques, HR and managers can set the stage for better collaboration and a healthier organizational culture.

Step 1. Acknowledge the problem

The first step is to acknowledge that a conflict, disagreement, or dispute exists. Avoiding the situation only allows tensions to fester, potentially leading to escalating behaviors. Encourage open conversations among employees, managers, and anyone else involved in the conflict, so that each party feels heard. This initial acknowledgement sets a constructive tone for problem solving, letting all involved work together toward a better solution.

Step 2. Clarify the source of the conflict

Next, focus on identifying the root causes of the conflict. Misunderstandings, unclear responsibilities, or poor communication need to be openly addressed. Gathering all parties for a thorough conversation helps ensure that each perspective is heard. Clear communication helps managers and employees isolate the exact issues and start brainstorming feasible solutions. In more complex disputes, an HR professional or mediator can guide this stage of the process.

Step 3. Determine a goal and develop a plan

After clarifying the core issues, the parties can agree on what a successful resolution might look like. This could mean ending a dispute over task delegation or establishing guidelines for better communication. Encourage everyone involved to propose conflict resolution strategies and come to a consensus on the approach. Setting clear milestones or deadlines keeps employees and managers accountable, preventing the conflict from dragging on indefinitely.

Step 4. Identify and implement key takeaways

Finally, identify lessons learned and implement changes that will help your organization avoid repeating the same conflict. 

This may mean adopting new communication tools, adjusting leadership styles, or establishing a formal process for escalating concerns. Any solution should be documented and shared with all parties for transparency. By consistently revisiting your takeaways from the conflict resolution process, managers and employees can practice better conflict management and reduce the likelihood of future disputes.

Rippling: Easier conflict resolution in the workplace 

One great way to reduce and resolve workplace conflict is to give your organization the right tool to work, communicate, build workflows, and share data, seamlessly and without silos: Rippling HCM.

Rippling makes your entire organization more strategic and productive with time-saving automations, better decision-making, and a modern, intuitive experience that employees love. That’s because, unlike the modules in traditional HCMs, every Rippling app is powered by the same source of truth for employee data, allowing you to automate any process, no matter how complex, across HR, IT, and finance.

When you make changes, Rippling automatically handles the downstream implications, like updating an employee’s payroll taxes if they relocate to a new state. Trigger workflows using any data in Rippling, like course completions or survey responses. Rippling automates routine changes like onboarding out of the box, but you can also build custom automations for your unique needs.

When Rippling handles all that manual busywork for you, it means streamlined communication, inter-team collaboration, and all the tools your organization needs for a healthy and productive work environment. Conflict? Not here. Companies that run on Rippling perform better.

Workplace conflict FAQs

How do you recover from work conflict?

Recovering from conflict at work often requires a proactive plan to rebuild trust. 

Begin with an honest conversation that acknowledges any lingering disagreements or disputes. Apologize for negative behaviors and focus on solutions that move everyone forward. If necessary, a neutral mediator can provide conflict resolution support, ensuring all parties feel comfortable voicing concerns. Re-establishing open communication fosters a healthier work environment and helps employees move on productively.

Can workplace conflict ever be beneficial?

Yes—not all conflict is detrimental. Constructive disagreements can spark creativity, drive innovation, and encourage problem solving among teams. When managed with the right conflict resolution approach, a dispute can lead to improved processes and deeper understanding among colleagues. The key is to keep negative behaviors in check and make sure that leadership remains involved so the conflict doesn’t escalate or create long-term resentment.

How can managers identify workplace conflict early?

Managers can look for early warning signs like subtle disagreements in meetings, noticeable tension among employees, or declining performance. Sudden changes in behavior—such as avoidance or irritability—may also signal a brewing dispute. 

Holding regular one-on-one conversations and staying attuned to team dynamics can also help managers to catch conflicts before they escalate.

What tools or resources can help manage workplace conflict?

Many tools and resources exist to help manage workplace conflict. Online training modules on conflict resolution skills can offer practical guidance on effective communication and problem solving techniques. Mediation services provide neutral mediators who specialize in resolving different types of conflict, whether it’s a harassment complaint or a dispute over workload. Even a tool like Rippling HCM can make it easier for your entire organization to work together, communicate, and collaborate with time-saving automations and workflows that can foster a more productive work environment.

This blog is based on information available to Rippling as of February 12, 2025.

Disclaimer: Rippling and its affiliates do not provide tax, accounting, or legal advice. This material has been prepared for informational purposes only, and is not intended to provide or be relied on for tax, accounting, or legal advice. You should consult your own tax, accounting, and legal advisors before engaging in any related activities or transactions.