The three biggest workplace conflicts and how to fix them Workplace conflict is nothing new. We spend a huge chunk of our lives at work, rubbing shoulders with managers and colleagues who have different personal values, beliefs and work ethics to our own. Throw into the mix a lack of communication, a healthy competition for promotions and a sprinkle of stress and pressure - and it’s no wonder disputes flare up! It’s a normal part of work life. But, here’s the thing. Many people struggle with managing conflict and it’s not always their fault. The idea of addressing an issue or confronting another person can be a major stress trigger, often leading to situations that quickly spiral out of control. Let’s take a closer look at workplace disputes, shine a light on some of the biggest workplace conflicts and explore techniques to handle them like a pro. What is conflict at work? While the dictionary might define conflict as a serious disagreement, argument or clash, it’s hard to pin down a precise definition for workplace conflict. One person’s idea of a ‘tricky situation’, and how they react to it, might be completely different from someone else’s. Some conflict at work can be positive. For example, using a problem-solving approach that brings varying opinions together to reach a creative solution, when handled well, can be a great thing. But that’s not always the case. Workplace conflict can happen across a range of behaviours, from low-key differences of opinion or a cross word in the office kitchen about spilt milk, through to serious incidents of bullying and harassment. The negative impact of conflict at work When left to fester, conflict at work can be hugely damaging. It can taint a person’s experience of coming to work, seriously damage performance and productivity, create stress, anxiety and an extra workload. Unchecked, conflict can escalate into formal disciplinary or grievance cases—and potentially go all the way to an employment tribunal. That’s why it’s crucial to address conflict before it gets out of hand and resolve it quickly. Why are people worried about tackling conflict? Conflict resolution can be stressful and daunting. For some, the thought of addressing an issue or confronting someone can be overwhelming. When they do finally pluck up the courage, there’s also the fear of handling it poorly, which could make the situation blow up in everyone’s face. How to handle conflict at work The key to managing conflict well is to first recognise what type of conflict is happening, so you can tackle it most appropriately. Here are the three main workplace conflicts—with some strategies to nip them in the bud before things spiral out of control. 1. Communication breakdown Misunderstandings, different ways of processing and expressing information or a lack of clear communication, can lead to confusion and disagreements. When communication falters, even small issues can escalate into significant conflicts. To address this, start by identifying how the breakdown occurred. Pinpoint the root cause, then develop a plan for resolution. Choose the most appropriate communication channel—whether face-to-face, phone or email—and ensure your language is clear, respectful and mindful of tone. Always follow up to confirm that the issue has been fully resolved. 2. Personality clashes Not everyone gets along at work. Different personalities and work styles can sometimes clash, especially when people have wildly different approaches to problem-solving or decision-making. Understanding the nature of the conflict is crucial. Encourage your team to respect each other’s differences and points of view. Providing emotional intelligence and conflict resolution training can help people see things from another’s perspective. The goal is to find a solution; while they don’t need to be best friends, they do need to work together effectively. 3. Power struggles These types of struggles often stem from battles over authority, control or influence - especially if there is a lack of clarity in leadership roles. While competition for power is natural in business, it doesn’t have to be destructive. To address this, establish a clear organisational structure with well-defined roles and responsibilities. Foster teamwork and collaboration and offer development opportunities to channel competitive energy in a positive direction. Conflict at work is inevitable, but as a business owner that doesn't mean you have to accept it. While dispute resolution can be daunting, identifying the type of conflict and addressing its underlying causes through effective communication, clear role definitions and conflict resolution strategies can help to create a more collaborative—and conflict-free—environment.  Worried about a conflict brewing in your business? Need a confidential chat to discuss this further? Please get in touch, we’re always happy to help!

King's Speech - Employment Rights Bill and what you need to know 17 th July 2024 saw the much anticipated Kings speech, in which Labour set out its plans for legislation changes which they will implement in their first months in government. Whilst the King made little reference to employment legislation, from the Prime minister’s briefing note which gives the detail, it seems pretty clear that significant changes are planned as Labour implement their ‘new deal for working people’ in full, with the introduction of the Employment Rights Bill. It’s fair to say that a lot of this was expected when Labour were elected, but we now know that change is definitely coming, so it’s time to start planning! The Plan includes commitments to the following: · Making parental leave, sick pay and protection from unfair dismissal available from day 1 on the job for all workers · Banning exploitative zero hours contracts, ensuring workers have a right to a contract that reflects the number of hours they regularly work · Ending ‘fire and rehire’ and ‘fire and replace’ by reforming the law to provide effective remedies · Strengthening Statutory Sick Pay by removing the waiting period and lower earnings limit to make it available to all workers · Making flexible working the default from day one for all workers with employers required to accommodate this as far as is reasonable · Strengthening protections for new mothers by making it unlawful to dismiss a woman who has had baby for six months after her return to work, except in specific circumstances · Establishing a new Single Enforcement Body to strengthen enforcement of workplace rights · Establishing a fair pay agreement in the adult social care sector and potentially other sectors · Reinstating the School Support Staff Negotiating Body · Updating trade union legislation so it is fit for a modern economy  · Simplifying the process of statutory union recognition There’s little detail as yet, but if you want to get ahead of this and make appropriate plans to make sure you’re ready when it comes, give us a call and we’ll set up an initial chat to discuss how this might affect you and what we can do to help. In the meantime, it’s worth having a think about your processes that might be affected, in particular your onboarding process, performance management, how you handle short service dismissals and absence management procedures.