Imagine you walk into the office and immediately realise: Something is not right. The tension is palpable, your colleagues are silent and even your otherwise relaxed boss seems tense. A typical case of conflict in the workplace. Such situations often arise more quickly than you might think and can put a considerable strain on the working atmosphere and the mental health of employees. This leads to lack of concentration and errors, which can affect the quality and safety of work. Stress and mental strain can also lead to long-term staff absences and are therefore not only a question of the company climate, but also a business management component. But how can these conflicts be recognised at an early stage, resolved quickly and, ideally, avoided in the long term? While good advice for such delicate situations may be expensive elsewhere, in this article we will tell you completely free of charge how effective conflict management and mediation can help to maintain team peace and even potentially increase productivity in the long term with the help of a positive working atmosphere.

What is a conflict?

But let's start from the beginning and first establish a consensus on what can be understood by a conflict. Conflict regularly occurs when two or more people pursue different interests, goals or values that cannot be easily reconciled. In a professional context, this often means that if such conflicts are not addressed, tensions will arise sooner or later, for example if employees repeatedly have different opinions about the best solution for a task or because resources such as time or budget are unevenly distributed. Conflicts do not have to have negative connotations per se; they can even lead to creative solutions and improvements. The decisive factor is simply how you deal with them.

Typical conflicts in the workplace

Conflicts in the workplace are as diverse as the world of work and can arise for a variety of reasons. Below we have listed some areas that regularly harbour potential for conflict:

• Material conflicts: Differing opinions on working methods, strategies or task priorities often lead to factual conflicts. These can usually be resolved if they are addressed in good time.
• Relationship conflicts: Interpersonal tensions - whether due to misunderstandings, personal dislikes or unfair treatment - can lead to relationship conflicts. These are usually very challenging scenarios that require a great deal of sensitivity and mediation skills.
• Resource conflicts: When resources such as budget, time or support are unevenly distributed, resource conflicts often arise. This area can also be tricky and complex at times.
• Role conflicts: Unclear or contradictory expectations of an employee's role often lead to role conflicts. With a clear communication strategy and an approachable HR policy, these types of conflicts tend to be resolved quickly and purposefully.
• Conflicts of values: Differences in the fundamental beliefs and values of employees can lead to considerable tensions. In addition to relationship and resource conflicts, this area in particular can be highly explosive and should be addressed early on at the first sign of conflict. If the values of employees and the company diverge, it is important to communicate the values a company strives for and lives by in a transparent and comprehensible manner, to convey a set of expectations and to bring them to life so that employees can orientate themselves by them.

Conflict management - what is it and why is it important?

Problem recognised - now what? One solution is to establish a comprehensive conflict management system. This includes all strategies and measures aimed at recognising conflicts at an early stage, resolving them constructively and preventing future disputes. Structured conflict management is crucial, as unresolved conflicts can have a lasting negative impact not only on the working atmosphere, but also on the efficiency and satisfaction of employees. Through targeted mediation, conflicts can be recognised and defused before they escalate and possibly put a strain on the entire team or even blow up in the end.

Effective conflict management ensures that everyone involved is heard and helps to find solutions together that are acceptable to everyone. This not only promotes teamwork, but also trust between employees. The following tips can be helpful in implementing effective conflict management. 

Tips for conflict resolution at work and conflict prevention

Conclusion: Don't give conflicts in the team a chance

Conflicts in the workplace are sometimes unavoidable, but they do not necessarily have to poison the working atmosphere. Effective conflict management and targeted mediation can not only resolve conflicts, but also turn them into an opportunity for improvement and innovation. An open and respectful working environment in which conflicts are dealt with constructively is the key to a harmonious and productive team. By focussing on early conflict recognition and prevention, companies create the basis for successful cooperation and a positive working atmosphere - always according to the motto: be the change! 

FAQs:

What are typical conflicts in the workplace? 

Typical conflicts in the workplace arise from differing opinions, personal tensions, conflicts over resources or unclear role allocations. These conflicts can put a strain on the working atmosphere if they are not resolved in good time.

What are intercultural conflicts in the workplace? 

Intercultural conflicts in the workplace arise when employees from different cultures with different values, communication styles and working habits come together. These differences can cause misunderstandings and tensions if they are not addressed openly and treated respectfully.

How can conflicts be resolved in the workplace? 

Conflicts in the workplace can be resolved through open communication, constructive feedback, clear allocation of roles and, if necessary, mediation or arbitration. It is important to recognise conflicts at an early stage and deal with them constructively together.

What measures help to avoid conflicts in the workplace? 

Regular team meetings, clear communication, the definition of roles and responsibilities and team-building activities help to avoid conflicts in the workplace. An open and respectful working atmosphere also contributes to conflict prevention.