Resolving Workplace Conflicts: Tools and Action Levers

Within a team—or in our personal lives—we often encounter conflict situations. Some fear them and avoid them. Others dive in. Whether you engage or withdraw, ignoring conflict rarely benefits anyone. At work, it erodes team cohesion, trust, and the sense of calm that everyone needs.

In this article, Clément Le Coz, psychologist, coach, and mental performance specialist, explores the dynamics of conflict—to better understand them and provide practical advice. Conflict management is a skill, sometimes essential for teamwork. Let’s look at the causes and consequences of disagreements, and how they can be transformed into strengths.

“I’m personally interested in conflict because of its strong emotional impact—it damages relationships, which in turn harms people’s well-being and performance.” – Clément Le Coz

Understanding Conflict at Work

Note: there are several types of conflict. Here, we focus on interpersonal conflicts—between two or three colleagues.

What is Workplace Conflict?

In psychology, two personality types often encounter conflict: those who are drawn toward it (who want explanations at all costs), and those who fear it (and therefore avoid it).

But what exactly is conflict at work? It refers to a situation of disagreement or tension between two or more parties: between colleagues, between an employee and their manager, or even between departments within the organization.

Types of Conflict

Conflicts can take different forms, each with its own causes and consequences.

• Interpersonal conflicts arise between individuals due to personality differences, misunderstandings, incompatible communication styles, or diverging personal interests. The solution? Working on understanding the other person.

“I’ve met people who disliked their colleague—simply because they didn’t really know them.” – Clément Le Coz

Interpersonal conflict can also be linked to tasks—especially when employees’ responsibilities are interdependent. Tensions can arise when tasks aren’t completed properly or on time. A simple solution: define interdependent tasks together.

• Group conflicts occur between teams or departments. They may stem from differences in goals, limited resources, internal rivalries, or divergent working methods.
• Organizational conflicts can arise from policies, hierarchical structures, strategic changes, or perceptions of unfairness. These conflicts significantly affect company culture and employee satisfaction.

Common Causes of Workplace Conflict

Understanding the causes of conflict helps analyze situations we sometimes encounter more often than we’d like. Let’s review the most frequent ones:

• Value conflicts: values are deeply rooted in us. For example, in a couple, one partner might find comfort in financial savings, while the other prefers to spend to enjoy life. Neither value is “better”—they’re simply different. At work, conflicting values between employees often generate tensions.
• Personality conflicts: research shows that agreeable, team-oriented, extraverted, and open personalities are less prone to conflict. On the other hand, personalities marked by neuroticism (sensitivity to negative emotions) or conscientiousness (too lax or too perfectionist) are more likely to trigger conflict.
• Conflicts related to diverse information: the more varied the information, the more likely it is to be understood differently. Miscommunication is therefore a frequent source of conflict.
• Conflicts over resources: limited access to resources (staff, budget, equipment) can create tension. Beyond competition for these resources, perceptions of unfairness can fuel conflict.
• Conflicts resulting from stress and pressure: heavy workloads, tense social climates, or unrealistic objectives all create stress, a major catalyst for professional conflict. Stress exhausts employees, triggers disproportionate reactions, reduces patience, and heightens impulsivity.

Conflict Resolution: Strategies to Improve Cohesion, Mental Health, and Performance

Identifying the causes of conflict is the first step. But it’s just as important to know how to detect and resolve them to restore a calmer environment. Conflict management is not anecdotal—it is essential for workplace mental health and organizational performance.

Why Is Conflict Management Crucial?

The fallout from conflict can be negative: higher anxiety and stress, loss of motivation, weaker performance, poorer communication, reduced self-esteem and confidence, and diminished cognitive abilities (including decision-making and memory).

But the effects can also be positive—if the conflict is managed healthily. It can strengthen relationships, deepen mutual understanding, and enrich team exchanges. Constructive conflict within a group can even bring members closer together around their shared project.

Choosing to engage in conflict (or not) is also about recognizing the options available to manage it constructively, turning it into a positive experience for oneself, colleagues, and the organization.

Actions to Resolve Workplace Conflicts

Conflict management doesn’t happen by chance. To address the root causes of disagreements and tensions, organizations must deploy preventive and corrective solutions that cover most workplace conflict factors.

Effective Communication

Encouraging clear, open communication helps clarify misunderstandings and share perspectives. No complex measures are needed:

• Hold regular team meetings
• Use collaboration platforms
• Clearly define roles and responsibilities
• Encourage and value feedback

Mediation

Mediation involves a neutral third party helping employees find a mutually acceptable solution. This provides a more objective perspective and a calmer environment for dialogue. Mediators can be internal or external professionals.

Constructive Negotiation

Negotiation aims for a win-win solution. It encourages employees to collaborate rather than confront, focus on interests rather than initial positions, practice empathy, and turn disagreements into mutually beneficial outcomes.

Training and Skills Development

Providing conflict management training to employees and managers helps them recognize, address, and resolve conflicts proactively. Options include both theoretical programs (communication, negotiation, problem-solving) and practical workshops.

👉 teale toolbox: Are you a manager looking for tips and tools to better manage conflicts and fully play your role? Discover our guide to becoming a better manager, with concrete methods you can apply.

Building a Culture of Respect and Transparency

Encouraging a culture of mutual respect and collaboration reduces conflict and improves workplace relationships. This includes:

• Recognizing collaborative behaviors
• Organizing team-building activities
• Promoting exemplary leadership
• Enforcing strict policies against misconduct and harassment