A recent YouGov survey, commissioned by workplace expert Acas, found that the most frustrating issue employees face at work is colleagues not fulfilling their responsibilities, with 66% of respondents citing it as their top annoyance. Other common irritations included receiving incorrect information (56%) and experiencing micromanagement (52%). These behaviours can significantly harm team relationships, reduce productivity, and may even escalate into workplace disputes.
The high cost of workplace conflict
Workplace disputes can have serious effects. Unresolved conflicts don’t only erode morale; they also bring measurable business impacts. In 2021, Acas estimated that 485,000 employees leave their jobs each year due to workplace conflict, resulting in a staggering £12.2 billion in lost output and £2.6 billion in recruitment costs. Not only do these disputes increase turnover, but they can also lead to long-term sickness absences, further straining company resources.
Strategies for reducing workplace conflict
As Jane Gunn, an internationally renowned mediator and conflict specialist, explains, workplace conflict often arises from issues like power dynamics, unmet needs, or communication breakdowns. Gunn emphasises the importance of adopting a collaborative mindset to navigate these challenges, saying, “It takes courage to move from conflict to cooperation, but doing so opens doors to better collaboration, clearer communication, and stronger relationships.” Her guidance encourages teams to see conflict not as a barrier but as an opportunity for growth, recommending that organisations shift from adversarial approaches to more inclusive dialogue.
De-escalating conflict in the moment
Building a harmonious workplace often requires active de-escalation. In another article, Gunn provides strategies for diffusing tensions in the moment, where she likens workplace conflict to an escalator rapidly travelling toward confrontation. She suggests that pressing the “pause button” is essential—whether by taking a breath, cooling down, or creating a safe space for dialogue—to reverse the direction toward collaboration. Gunn’s “ten rules for de-escalating conflict” are a practical guide, including techniques such as regulating emotions, engaging in deep listening, and reframing issues with empathy to “rehumanise” the opposing party.
The importance of early intervention
Acas Director of Dispute Resolution Kate Nowicki highlights that minor grievances, left unchecked, can create cumulative tensions, potentially leading to claims of bullying or harassment. With effective mediation and open dialogue, workplace challenges can be managed before they grow into costly disputes, fostering an environment where issues are resolved collaboratively rather than contentiously.
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