Have you ever noticed conflict between employees in your workplace?
If you didn’t immediately answer, “YES,” you and your workplace fall into a rare minority.
In fact, according to a recent CPP Global Human Capital Report, 85% of employees experience some form of conflict at work. So, more than likely, you’ve witnessed some form of conflict in your workplace.
The fact of the matter is that employee conflict is inevitable.
But, your approach to recognizing and mediating on-the-job employee conflict early and expediently could prevent a molehill of a disagreement from turning into a mountainous workplace disruption.
In this article, we will identify 5 of the most common signs of employee conflict in the workplace.
By reading it, you will not only learn how to recognize them but also be equipped with tried-and-true strategies to address developing workplace conflict before it becomes disastrous.
Ready? Let’s get started!
What is considered employee conflict?
Simply stated, employee conflict refers to disagreements or tensions between colleagues within the same workplace.
To illustrate this, imagine your workplace is a busy restaurant kitchen:
For the restaurant to operate smoothly, all employees needs to work together toward the common goal of both providing guests with a positive experience and also generating revenue.
Now, picture an explosive argument between two chefs about how the daily special should be prepared; one chef insists on using a traditional recipe, while another wants to incorporate a modern twist. As a result of this uncomfortable disagreement, the serving staff stops offering the dish altogether leading to dissatisfied customers and inadequate nightly sales.
This kitchen scenario illustrates the above definition of employee conflict, as well as how – when left unchecked – they can affect the larger workplace.
Types of employee conflict in the workplace
Employee conflict in the workplace can stem from a variety of sources:
- Task-Based Conflict - Just the chefs disagreed on how the recipe was to be executed, task-based conflicts arise when there are disputes about how tasks should be completed or who is responsible for what. For example, two team members might clash over the best approach to a project or the division of responsibilities.
- Relationship-Based Conflict - Relationship-based conflicts are personal issues between employees, such as personality differences or emotional tensions. For example, if the two chefs continue to clash based on this recipe disagreement after 6 months, the conflict has advanced to this type.
- Value-Based Conflict - The recipe rift illuminated that one chef values tradition and another embraces innovation; if this difference in belief, outside of the isolated instance depicted, is the cause of disagreement, then the conflict is value-based. Similarly, in the workplace, value-based conflicts arise from differing beliefs, ethics, or values. These disputes can be deeply rooted and challenging to resolve, as they often involve fundamental personal principles.
Understanding and recognizing these sources of conflict is essential to conflict resolution.
But how can you identify when these types of conflict are happening in your workplace?
Keep reading to find out!
In the following section, we will discuss the top 5 signs of employee conflict in the workplace and explore effective strategies to de-escalate them.
5 signs of employee conflict in your workplace?
Want to curb conflict early?
Watch your workplace for these 5 telltale employee conflict cues.
1. Decreased employee productivity
A noticeable drop in productivity can be a significant indicator of conflict.
When employees are preoccupied with unresolved issues, their focus on work wavers, leading to less efficiency and lower output. Projects may take longer to complete and the overall quality of their work may suffer.
How to recognize it?
Missed Deadlines and an Increase in Errors:
When employees are preoccupied conflicts, productivity can take a backseat to workplace tensions. This may result in output delays and a noticeable increase in careless mistakes.
A Decline in the Quality of Work Produced:
Conflict can also affect the overall quality of work. Employees who are preoccupied with tensions or disagreements are less likely to produce high-quality work. You might notice a reduction in their creativity, thoroughness, and attention to detail in their output.
Employees Seem Disengaged or Distracted:
Disengagement and distraction are common signs of employee conflict. Employees may appear less motivated, show a lack of interest in their tasks, or become easily distracted. They might also participate less in meetings and avoid taking on new responsibilities.
How to address it?
- Schedule regular one-on-one meetings to discuss any concerns
- Set clear goals and expectations to keep employees focused
- Provide resources and support to help employees manage their workload
2. Increased employee absence
Employees involved in conflicts may take more sick days or personal time off to avoid workplace confrontations. This increase in absenteeism can disrupt team dynamics and project timelines, leading to increased stress and workload for team members.
How to recognize it?
Frequent and Unexplained Absences:
Employees may start taking more sick days or personal time off without clear reasons. This pattern can indicate that they are trying to escape a stressful work environment.
Longer Breaks or Leaving Early:
Employees might also take longer lunch breaks or leave work earlier than usual. These actions can be signs of their attempts to avoid conflicts or pressurized situations.
Avoidance of Team Activities:
Employees involved in conflicts may avoid team meetings or social activities. This behavior suggests they are uncomfortable interacting with certain colleagues.
How to address it?
- Create an environment where employees feel comfortable discussing their issues
- Consider offering flexible work arrangements to reduce stress
- Implement wellness programs to support mental health
3. Development of employee cliques
The formation of cliques and the spread of gossip are suggestive signs of underlying employee conflict. These behaviors can create a divided workplace, fostering an environment of mistrust and hostility.
How to recognize it?
Small Groups Isolating Themselves:
Consistent isolation of certain groups of employees from others can indicate the presence of cliques. This behavior can lead to an exclusionary atmosphere.
Increase in Office Gossip and Rumors:
A rise in gossip and the circulation of rumors often accompany the formation of cliques. This can create a toxic work environment where misinformation thrives.
Visible Tension or Discomfort During Team Meetings:
Noticeable discomfort or tension during team meetings can be a sign that cliques are impacting workplace dynamics. Employees may even seem uneasy or reluctant to collaborate with specific colleagues.
How to address it?
- Organize activities that promote teamwork and inclusion
- Encourage collaboration by rotating team members on different projects
- Implement policies that discourage the spread of gossip and promote respect
4. Diminished employee morale
A decline in team morale often results from ongoing conflict within the workplace. When employees feel stressed, anxious, or unmotivated, it negatively impacts overall job satisfaction and performance.
How to recognize it?
Negative Attitudes and Lack of Enthusiasm:
Employees exhibiting consistently negative attitudes and a lack of enthusiasm are indicators of low morale. This can manifest as disinterest in their tasks or a generally pessimistic outlook.
Decreased Participation in Meetings and Company Events:
Employees with diminished morale are less likely to actively participate in meetings and company events. This lack of engagement can hinder team collaboration and communication.
Increased Complaints About Work Conditions and Colleagues:
An uptick in complaints about work conditions, management, or colleagues can signal declining morale. Employees might express dissatisfaction more avidly, frequently, and openly.
How to address it?
- Implement programs to recognize and reward employee achievements
- Create comfortable channels for employees to voice their concerns and suggestions
- Foster a positive work culture through leadership and employee engagement initiatives
5. Elevated employee turnover
Increased turnover rates can be a direct consequence of persistent workplace conflict. Employees may leave the organization to escape a toxic work environment, resulting in disruption to productivity and higher recruitment and training costs.
How to recognize it?
Higher than Usual Resignation Rates:
A noticeable spike in the number of employees resigning is a key indicator. This trend can highlight underlying issues within the workplace.
Employees Leaving Shortly After Conflicts Arise:
When employees start leaving soon after conflicts, it's a clear sign that these issues are impacting retention.
Exit Interviews Citing Workplace Conflict as a Reason for Leaving:
Conducting exit interviews can provide valuable insights. If departing employees frequently cite conflict as a reason for leaving, it's a strong indicator of workplace issues.
How to address it?
- Conduct thorough exit interviews to understand the reasons behind departures.
- Develop strategies to retain employees, such as career development opportunities and competitive benefits.
- Provide training to help employees and managers resolve conflicts effectively.
Next steps to effective employee conflict resolution
By reading this article, you understand the nuances of employee conflict and are equipped to both identify and address tense situations that may affect your workplace.
But, if you need help with this, we have you covered!
Here at Combined, our experienced HR specialists have a proven track record of successfully assisting companies – large and small – with employee conflict resolution. Our team is at-the-ready to help you with any concerns you may have.
This article is not intended to be exhaustive nor should any discussion or opinions be construed as legal advice. Readers should contact legal counsel for legal advice.
