Written by: Joanne Chua, Executive Contributor
Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise.
Workplace conflict, a state of discord rooted in conflicting needs or perceptions, is increasingly prevalent, plaguing organizations with disagreements, misunderstandings, and disputes between individuals and groups. Conflicting views on idea ownership, sales strategies, and marketing priorities frequently cause disagreements between sales and marketing teams. One contributing factor is a narrow-minded view of organizational goals, which can create a toxic environment of bullying and backstabbing. A 2019 study in Singapore paints a stark picture: 65% of employees reported experiencing workplace conflict, making it the third most common reason for leaving (after salary and career progression). This isn't just a Singaporean issue; a 2015 SHRM study reveals that 62% of job leavers cite interpersonal conflict as a factor. Even productivity takes a hit, with research suggesting a 5-25% decline due to disagreements.
What are the strategies for conflict resolution?
Leaders walk the talk: A leader plays a crucial role in setting the right culture in the team. A team culture built on inclusivity, diversity and trust creates a sense of belonging and psychological safety. Here are some examples of strategies:
Being the mediator: When your team members are at odds, offer to facilitate a collaborative discussion. Guide opposing members through communication with respectful words, focusing on identifying the root cause, common goals, and workable solutions. Acknowledge and celebrate successful conflict resolutions with the team, to showcase benefits of constructive collaboration.
Being the voice of empathy: Encourage team members to see things from each other’s perspectives. This will go a long way to reduce misunderstanding, and foster trust.
And most importantly, leading by example by modelling respectful communication and conflict resolution skills will sets the tone for the team.
Prevention is key: Foster open communication through team meetings, one-on-ones, and have feedback channels rooted in the ground level to quickly address and mitigate concerns before they escalate. Clearly defined roles, responsibilities and KPIs go a long way to minimize misunderstanding.
What are the root cause of conflicts ?
Clashing values: Disagreements can stem from fundamental differences in value system and working styles. For example, a fresh grad’s take on creative expression clashing with a senior member’s focus on established practices. This can also occur when team members bring in their past experiences into a new working relationship.
Power dynamics: Inequalities in power or perceived unfair treatment can be a toxic breeding ground for gossip and resentment.
Here are some scenarios that you can use to test your knowledge on what we have covered so far!
1 Two members have clashing personalities and frequently disagree on marketing strategies. This conflict is affecting team morale and halting project progress. What should you, as the team leader do?
Team leads should schedule individual meetings with both members and expresses concern on the impact of the conflict on the project. Team leads should use active listening to understand each member’s perspective and validating their concerns. Active listening is a communicative skill that goes beyond simply hearing the words. It includes good eye contact, noticing non- verbal cues and encouraging open ended questions to prompt reflective response. This approach will be able to address the conflict at its root, while fostering a culture of open communication.
2 Junior members feel demotivated when their creative ideas are dismissed by senior members. This demotivation is creating resentment among other junior members, and your internal source reports concerns about potential mass resignations.
Like Scenario 1, team leads should first schedule meetings with both members involved in the conflict to express concern about its impact on overall team morale. Following that, the team lead can hold one-on-one meetings with each member to investigate the underlying reasons behind the conflict. Longer-term strategies can include implementing mentorship programs where senior members guide and support juniors to foster learning and bridge the gap. Additionally, team-building activities can facilitate bonding and team collaboration.
With the junior member: Team leads can start by praising their recent work and helping them recognize their value in the team.
With the senior member: Team leads can work with the senior member to establish a transparent process for evaluating ideas and a fair way for providing feedback. This can include an open voting system, or team presentations to a diverse team for feedback.
What are the red flags to recognise there is an on going conflict in my team?
Communication breakdowns: Watch for passive-aggressive behaviour, increased negativity, and constant grumbling.
Work inefficiency and decreased morale: Missed deadlines, declining productivity, high turnover, and increased absenteeism.
Engagement is low: Low motivation and participation during team meetings.
What positive element do you see out of workplace conflict?
On the flip side, positive conflict may another tool to drive creativity, innovation, and team growth. Instead of suppressing disagreements, leaders can encourage respectful debate and brainstorming sessions for idea generation. By managing conflict effectively, we can push teams beyond their comfort zones and break down silos, leading to groundbreaking solutions.
Joanne Chua, Executive Contributor Brainz Magazine
Joanne Chua JL is a mental health and leadership coach. Joanne works with many organizational leaders to support in leadership development. She is a certified positive intelligence coach , helping clients to unleash their potential.
