Advisory booklet - Managing conflict at work
Conflict at work takes many forms. It may be that two workers simply don't get on; or that an individual has a grievance against their manager. Conflict may take the form of rivalry between teams; or it may be apparent by the lack of trust and cooperation between large groups of employees and management.
Download the Advisory booklet - Managing conflict at work [1Mb]
Signs of conflict
Some signs of conflict may be visible such as a heated exchange between colleagues or a meeting between management and employee representatives that turns into a "stand-off".
However, not all forms of conflict are so obvious. Some individuals might hide their feelings as a way of coping with a problem; while a team might react to pressure by cutting itself off from the rest of the organisation.
Symptoms of conflict
Motivation drops: fewer people volunteer to take on new tasks and there is little employee input at team meetings or briefings.
Behaviour changes: people start to make derogatory remarks towards each other and there are fewer social events organised.
Productivity falls: there are likely to be more queries and complaints if people are not cooperating with each other.
Sickness absence increases: unhappiness may lead to depression or stress.
Responses to staff attitude surveys or questionnaires: indicate underlying dissatisfaction.
Causes of conflict
Some of the issues that can cause conflict between individuals and groups at work include:
Managing conflict between individuals often involves:
Managing conflict between groups often involves:
Questions and answers
What is the first step to managing conflict?
In many disputes the informal stage is the first stage as many conflicts can be sorted by simply talking and listening to employees. Giving people the time and space to express their feelings and concerns can often help to clear the air.
When should help from outside the organisation be sought?
Outside help is probably of most benefit between the informal and the formal stages of conflict but there are no hard and fast rules and it partly depends on the kind of help you want. Mediation is the most common form of dispute resolution. It involves an independent, impartial person helping two individuals or groups reach a solution that is acceptable to everyone.
What are the typical responses to conflict?
Fight -you react in a challenging way. At work this may mean shouting or losing your temper.
Flight - you turn your back on what's going on. This is a common reaction - by ignoring a problem you hope it will go away.
Freeze - you are not sure how to react and become very passive. You might begin to deal with the issue but things drift or become drawn out through indecision.
Face - Approach a problem in a calm and rational way with a planned approach.
Did you know?
Acas run practical training courses to equip managers, supervisors and HR professionals with the necessary skills to deal with employment relations issues and to create more productive workplace environments.
Click to view related Acas training and course dates in your area for:
- Improving supervisor skills
- Managing staff performance and appraisals
- Conducting Investigations
- Managing discipline and grievance
- Managing stress in the workplace
- Improving employee engagement
- Workplace mediation.
Managing conflict in the workplace - Acas business solutions
We can visit your organisation to help you understand what needs to be done to address a range of issues related to conflict, disputes and mediation and then work with you to develop practical solutions. Find out more.
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