ResourcesNewsletterWeekly RoundUp - September, 22 2025

Conflicts don’t have to be culture killers. Here’s what to do.

Address employee conflicts with 5 tips

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Disagreements at work don’t have to be a drag on your team. They can actually spark growth, fresh ideas and stronger collaboration when handled well. Here’s how to keep things constructive, plus an event and eGuide to help your business become an employer of choice by creating a great workplace culture.

Inside:

Be an Employer of Choice: Read the eGuide

Check out our upcoming event: Navigating What's Next: Start with Trust

ARTICLE:

How to Handle Workplace Conflict Before It Hurts Your Team

We’ve all seen it: A little tension between coworkers that slowly escalates into something bigger. Maybe two people went for the same promotion, maybe they’re frustrated on a group project or maybe their personalities just don’t click.

Whatever the cause, workplace conflict is expensive. One study estimates it costs U.S. companies about $359 billion¹ in lost work hours every year. On top of that, managers spend up to 40% of their time² resolving disputes instead of focusing on strategy.

The truth is, conflict is natural. Anytime people work together, disagreements may happen and that’s not always bad. Differing perspectives can spark innovation and better solutions. The key is making sure those conflicts don’t spiral into toxic drama.

Common Causes of Workplace Conflict

Understanding where conflict comes from is half the battle. A few of the most common culprits:

Communication breakdowns. Misunderstandings, missed emails or unclear expectations.
Different work styles. Some love structure; others thrive on flexibility.
Conflicting priorities. Even with shared company goals, employees may disagree on how to achieve them.
Power struggles. Leadership ambitions or unclear roles can fuel tension.

Conflict Resolution That Works

Great leaders don’t avoid conflict, they manage it. Here are some best practices:

Active listening. Give full attention, keep open body language and let people feel truly heard.
Empathy. See the situation from the other person’s perspective to build understanding.
Collaboration and compromise. Encourage employees to co-create solutions they’ll buy into.
Mediation. Sometimes a neutral third party—like HR—needs to step in, especially to help move things forward constructively .

Why It Matters

Handling conflict well can pay off in a big way:

Higher productivity and job satisfaction. Less time wasted on drama, more time spent on meaningful work.
Better culture and morale. Employees feel valued when issues are addressed quickly.
Lower stress and turnover. People stay longer in respectful, open workplaces.
Stronger performance. Positive cultures attract top talent and boost profitability.