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How to Manage Workplace Conflict and Disputes


“In 2022, there were 73,485 workplace discrimination charges in the USA, resulting in more than $39 million in damages for victims in federal court. This does not include hundreds of millions in damages granted by state and district courts” (Source: EEOC).

Understanding and effectively managing workplace conflicts is vital to maintaining a healthy and productive work environment. This article discusses the different types of workplace conflict, disputes and disagreements that commonly occur and offers practical strategies for preventing and resolving them.

The goal is to facilitate an atmosphere of mutual respect, value alignment, and open dialogue between managers, peers, coworkers, and customers. Organizations can transform workplace disputes into opportunities for personal and organizational growth and learning by adhering to our tips and guidelines. Let’s get started!

Why is addressing workplace conflict critical?

Addressing conflicts is key to preserving a positive work environment and respectful collegial relations. Tackling disputes head-on, with calm assertiveness, significantly augments teamwork, employee morale and reinforces a culture of transparency, propelling organizational productivity.

What is the root cause of workplace conflict?

Workplace disputes often arises from disagreements between employees due to differing opinions, beliefs, or interests. These disputes can lead to unproductive behaviors and legal ramifications if handled improperly. 

Consider the following statistics collected from several organizational studies:

  • 85% of employees experience some conflict in the workplace. (Source: CPP, Inc.)
  • 60-80% of organizational difficulties come from strained relationships among employees. (Source: Forbes)
  • 62% of employees feel that workplace conflicts result from different values and perspectives. (Source: The Myers-Briggs Company)
  • 42% of a manager’s time can be spent resolving workplace conflict. (Source: iHR Australia)

What are the most common types of workplace conflict? 

The following are the six most common causes of workplace conflict: 

1) Task-Based Conflict

Explanation of the Conflict: Task-based conflicts is when there are disagreements over task coordination, how to proceed, and the division of responsibilities among coworkers. 

Reasons Why the Conflict Occurs: These types of disputes often occur when employees do not fully understand their roles or receive unclear instructions, leading to confusion and missed deadlines. 

How to Prevent the Conflict: To prevent task-based conflicts, organizations should emphasize effective task delegation, clarify roles and deadlines, and establish a culture of responsibility and clear communication. Regular check-ins and progress updates will ensure everyone is on the same page. 

How to Resolve the Conflict: Task-based disputes require open and transparent communication. Leaders and coworkers should openly discuss their concerns, identify the root causes, and collaboratively adjust responsibilities to ensure better task execution.

2) Leadership Conflict

Explanation of the Conflict: Leadership conflict is when there are differences in decision-making styles and approaches to managing people and work. 

Reasons Why the Conflict Occurs: These conflicts happen when there is a lack of mutual respect and understanding for diverse leadership approaches. Also, leaders may clash when they have different visions for the team or organization. 

How to Prevent the Conflict: To prevent leadership disputes, organizations should emphasize the importance of respecting different thinking processes and leadership styles. Further, leaders should know their personal management/leadership styles in order to adapt them to changing roles and circumstances. 

How to Resolve the Conflict: Resolving leadership disagreements involves promoting self-awareness among leaders, facilitating open discussions to address differences, and fostering collaboration between teams led by different leaders. A shared understanding of the organization’s goals can help align leadership approaches. 

3) Work Style Conflict

Explanation of the Conflict: Work style conflicts occur when employees with different work styles clash in their approaches to tasks and collaboration. 

Reasons Why the Conflict Occurs: These disputes are the result of preferred work methods, communication styles, and approaches to problem-solving. Employees may struggle to understand and appreciate how their coworkers work, leading to disputes. 

How to Prevent the Conflict: Organizations should promote mutual respect for diverse work styles to prevent work style conflicts. And, decision-makers must learn to set and communicate expectations so that all parties are on the same page.

How to Resolve the Conflict: Work style disagreements involve mutual understanding among team members by encouraging open dialogue. Team-building activities and communication workshops can help improve the understanding team formation and dynamics. Additionally, when establishing common goals among teams and coworkers can help align work styles.

4) Personality-Based Conflict

Explanation of the Conflict: Personality-based conflicts result from misunderstandings and disagreements stemming from differences in individual personalities, and beliefs. 

Reasons Why the Conflict Occurs: These conflicts occur when employees make snap judgments or assumptions based on their coworkers’ personality traits. Personal biases and misunderstandings can lead to tension. 

How to Prevent the Conflict: Preventing personality-based conflicts requires promoting empathy among employees and discouraging hasty judgments. Emphasizing the importance of focusing on shared objectives and organizational values can help align coworkers and managers.

How to Resolve the Conflict: Resolving personality-based disputes involves creating opportunities for open dialogue where employees can express their concerns. For example workshops, weekly meetings, and synergy build activities.

5) Discrimination

Explanation of the Conflict: Discrimination conflicts arise when employees feel they are mistreated based on characteristics like age, race, gender, or other protected classifications. 

Reasons Why the Conflict Occurs: These disputes occur due to bias, prejudice, and unequal treatment in the workplace, leading to tension and mistrust among employees. 

How to Prevent the Conflict: Organizations should promote inclusive company cultures to prevent discrimination-based conflicts. Offering diversity and inclusion training and establishing clear anti-discrimination policies are essential. 

How to Resolve the Conflict: Resolving discrimination requires addressing discrimination promptly, conducting unbiased investigations, and ensuring all employees are treated fairly and respectfully. Promoting a culture of inclusion and fairness is vital. 

6) Creative Idea Conflict

Explanation of the Conflict: Creative idea conflicts manifest during brainstorming sessions when team members disagree on project concepts or approaches. 

Reasons Why the Conflict Occurs: These issues are often the result of differences in opinion regarding the best way to achieve project goals. For example, diverse perspectives may clash during idea generation or brainstorming sessions. 

How to Prevent the Conflict: To prevent creative idea conflicts, organizations should encourage open dialogue, create an organizational culture where team members feel comfortable sharing their ideas without fear of criticism, and promote active idea exchange. 

How to Resolve the Conflict: Resolving creative idea disagreements involves promoting compromise, seeking outside perspectives, and collaboratively refining ideas to create more robust and innovative solutions. Embracing diversity of thought can lead to creative breakthroughs.

Understanding and addressing common workplace conflicts are crucial for maintaining a positive work environment, enhancing productivity, and preventing legal issues. Maintaining a conflict free workplace involves active listening, empathy, self-awareness, and a commitment to promoting a culture of mutual respect. 

Side note: Remember, not all conflict is destructive. Individual actions and reactions can turn disagreements into opportunities to learn and grow.

Dos & Don’ts For Managing Workplace Conflict & Disputes


  • Do: Establish precise communication methods, favoring face-to-face or video for sensitive topics.
  • Do: Define and communicate clear performance standards and goals collaboratively.
  • Do: Encourage time tracking for task durations and workload distribution.
  • Do: Address dispute triggers by identifying root causes and promoting open discussions.
  • Do: Create concise task and role guides to prevent misunderstandings.
  • Do: Embrace disagreements positively, by using them as a learning opportunity for growth. 


  • Don’t: Overuse digital communication, recognizing its potential for misinterpretation.
  • Don’t: Leave performance standards open to interpretation and define expectations clearly.
  • Don’t: Assume shared responsibilities, and clarify roles with simple guides.
  • Don’t: Neglect conflict triggers and take preventive measures.
  • Don’t: Complicate task guides and keep them concise and clear.
  • Don’t: Ignore disagreements and address them constructively for resolutions and growth. 

“For good ideas and true innovation, you need human interaction, conflict, argument, and debate.” — Margaret Heffernan.

Managing and resolving workplace disputes is crucial to maintaining a positive and productive work environment. It demands active listening, empathy, and a clear commitment to a work culture based on mutual respect and collaboration. Leaders and employees who embrace these principles can turn disagreements into productivity idea sharing and opportunities for personal and organizational growth. Remember, constructive conflict can catalyze the breakthroughs that drive solutions, innovation and organizational growth.

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