As HR professionals, it can often feel like you’re putting out fires all the time. Many employees don’t have the resources to handle workplace conflict on their own – which is why we’ve put together this guide to help employees and HR professionals manage workplace conflict in a way that is professional and productive. Add this article to your resource toolkit and continue your mission of building a culture of respect into your workplace! 

How to Handle Workplace Conflict Like a Pro 

Are you feeling friction at work? There are multiple types of workplace friction – also called workplace conflict. You may feel misunderstood and frustrated by your boss or manager. Maybe you have a coworker that really gets under your skin. Or maybe you’re feeling dissatisfied with your work itself – you’re not challenged, or you find yourself drowning in tasks. No matter what kind of workplace conflict you’re experiencing, you’re not alone. A 2008 study by CCP Global found that 85% of employees dealt with some sort of conflict at work, and 29% did so “always” or “frequently.” While that study may be several years old, the figures haven’t changed by much – SHRM recently found that 58% of American workers believe that our society is uncivil, and that 44% of American workers expect incivility in the workplace to rise in the coming year.  

However, there’s more than one kind of workplace conflict – and it’s not all bad. In fact, some workplace conflict can be a good thing, and can strengthen teams, personal development, and even business outcomes. 

How Do You Handle Conflict at Work? 

Conflict resolution in the workplace can look different depending on the type of conflict that is being experienced – and who is experiencing it.  

Conflict in the workplace doesn’t always need a third-party mediator if the conflict occurs between employees with equal standing (for example, between two individual contributors or two team managers) Self-awareness and intentional communication can resolve issues without further escalation.  

When you’re facing conflict at work and trying to decide how to resolve it, there is almost a flow-chart like approach that can be utilized. Let’s lay out all of the steps at once and then visit them in more detail.  

• Identify the Conflict 

• Self-Reflect 

• Address the Issue 

• Practice Active Listening 

• Involve a Mediator When Necessary 

• Move Forward with a Healthy Work Relationship 

Different types of conflict in the workplace 

The first step in conflict resolution is identifying the type of conflict. There are commonly three different types of conflict in the workplace. 

• Task conflict 

• Relational conflict 

• Value conflict 

Task conflict  

Task-based conflict primarily revolves around work itself and doesn’t hinge on relational issues. Maybe you feel that your workload is unreasonable or that the process to complete a project doesn’t make sense and you would prefer to do it a different way. Maybe your coworker checks in too frequently on project status or makes late requests that negatively impact your ability to deliver. It’s more about concrete issues that are likely to have a neutral or mutually beneficial resolution. 

Relational conflict 

Relational conflict occurs between different personalities in the workplace. 72% of workplace conflict is often reported to be the result of “warring personalities” or “clashing egos” in the workplace. Relational conflict is not uncommon, but it’s also usually not the end of a positive workplace. Nearly everyone has had experience dealing with difficult coworkers, and while some may be more difficult than others, many employees have had practice or training learning to focus on themselves rather than allow their progress to be sidetracked by a challenging colleague.  

Unchecked relational conflict at work, however, can snowball into a toxic workplace and negatively impact psychological safety at work, resulting in higher rates of disengagement and poor business outcomes. It’s important to handle relational conflict at work before it gets out of hand and ask both employees to focus on what they have in common with the other, rather than continue to seek out the other party’s flaws.  

Value Conflict 

Value conflict, as described by Harvard Law, can stem from fundamental differences in identity and deeply held beliefs, which can include positions on politics, religion, ethics, norms, etc. While this could look like a disagreement about the president in office, it could also look like deep upset about punctuality – every person has different beliefs that they hold as central to their identity.  

Value conflict can be the most difficult to address in a workplace because of the ferocity with which people defend beliefs that they view as central to who they are as a human being. Many workplace cultures have a “don’t ask, don’t tell” unspoken rule about discussing politics and religion in the workplace. However, the possibility of value conflict and its impact on a business ($3,216.63 per employee per year) should be why organizations dedicate time and effort to creating an environment of respect and psychological safety. In an environment where employees truly respect and value each other, value disagreements, should they arise, should not mean the end of a healthy and productive workplace relationship or environment.  

Managing Conflict in the Workplace 

Self-Reflection: Assess Your Role 

While it’s normal human nature to want to say that we are never at fault, the truth is that that isn’t always the case. Sometimes, miscommunications and conflict at work is a result of something that we are doing – intentionally or unintentionally. To avoid potential embarrassment later, start your conflict resolution in the workplace with self-reflection. 

• Are personal biases or emotions influencing the situation? 

• Have you intentionally selected a communication style to address the issue? 

One of the most important skills in the workplace – and one that has long been lauded as ‘difficult to teach’ – is the skill of resilience and having a growth mindset. The World Economic Forum reported that resilience, flexibility, and agility is the second most essential skill in the workplace, with 67% of organizations rating it as a core skill. Conflict resolution is an essential part of resilience, possibly even necessary to its formation. Even though it may seem difficult, try reframing this conflict as an opportunity to develop growth, resilience, and become a stronger team member.  

Address the Issue Proactively 

Do you feel comfortable attempting to resolve this conflict one-on-one, or is the nature of the conflict one that should involve a mediator? Workplace conflicts that have a small impact on the ability to do your job can likely be addressed with a quick yet intentional conversation that may not need a third-party, even if there is a power imbalance among conflict partners.  

However, power imbalance in conflict partners can greatly heighten the emotions surrounding the conflict, in addition to the circumstances of the conflict itself. In the case of a power imbalance in a conflict that is having a moderate or severe impact on your ability to do your job, consider a third-party mediator – possibly HR or another manager that you trust.  

With or without a third-party mediator, conflict can still be handled proactively. Try to address the situation early, before friction increases and escalates. Choose the right time and place for a conversation with your conflict partner. A semi-private encounter can take the pressure off of them and you – perhaps in a room where others are present but not near, or in an office with the door open. Focus on the issue at hand and not on character flaws, and use “I” statements to express concern without blame. This might look something like: 

James, a machine operator, and Mike, a shift supervisor, have been experiencing tension because James feels that unrealistic production quotas are leading to excessive overtime. Mike, however, believes James isn’t working efficiently enough to meet targets. 

Rather than letting frustration build, James decides to address the issue early. During a break, he approaches Mike in the break room, where others are present but not close enough to overhear. 

Using an “I” statement, James says: “I’ve been feeling overwhelmed with the production targets lately. I want to make sure we meet our goals, but the extra hours are becoming tough to manage. I’d like to talk about how we can balance this better.” 

Mike crosses his arms and replies defensively: “Look, everyone else is managing just fine. If we start cutting corners, we’ll fall behind. We have goals for a reason.” 

Rather than reacting with frustration, James keeps his focus on the issue, not Mike’s response. He calmly says: “I understand the targets are important. I’m not asking to cut corners—I just think there might be a way to adjust the workflow so we can hit them without so much overtime.” 

Mike exhales. “Alright… Maybe we could look at shifting some tasks around or getting another operator trained to help.” 

By staying composed and solution-focused, James helps de-escalate Mike’s initial defensiveness, leading to a more productive conversation. 

Active Listening & Finding Common Ground 

When resolving workplace conflict, practicing active listening and finding common ground are going to be two of the most essential techniques. Active listening is giving the speaker your full attention, asking clarifying questions, paraphrasing what the speaker has just said to ensure that you’ve understood, and staying open-minded. It’s listening to understand, not simply to respond. Some workplace conflict is easily resolved through one simple conversation – however, not all conflicts are. Some conflict scenarios, such as dealing with a difficult coworker (a relational conflict) or feeling that you aren’t respected at work (a relational or a value conflict) may have a lot more back and forth.  

Finding common ground is necessary to move forward. Win-win solutions are preferred, and compromise may be required for that to happen. If you continue to disagree about a particular topic or approach, find things that you have in common or both agree on to solidify the feeling that no one’s character is being attacked. Even when it comes to value conflict, in which people often do feel their direct personhood or identity is being threatened, it is essential to maintain professionalism in the workplace.  

Involve a Mediator When Necessary 

No one likes to feel like the coworker that’s “tattled to HR” – or been tattled on, but sometimes a third-party mediator is necessary. Knowing when and how to involve a third-party mediator is key to maintaining a professional work environment and avoiding further escalation. 

1. When to Involve a Mediator 

A third-party mediator should be considered when: 

• Direct communication has failed – If previous attempts to resolve the conflict independently have not led to a solution. 

• Emotions are too high – When personal tensions prevent a constructive conversation. 

• A power imbalance exists – When one party feels intimidated or unable to speak openly due to differences in authority or influence. 

• Harassment, discrimination, or ethical concerns arise – These situations should be escalated to HR to ensure compliance with company policies. 

2. How to Involve a Mediator Professionally 

When escalating a conflict, it’s important to approach the situation with a focus on resolution rather than blame. 

• Choose the Right Person – Depending on the nature of the conflict, a direct manager, HR professional, or an external mediator may be best suited to handle the situation. External mediators are often the go-to when conflict arises with executive members. 

• Request a Meeting Privately – Instead of publicly calling out the issue, schedule a private meeting with the mediator to discuss concerns. 

• Present Facts, Not Emotions – Stick to objective facts rather than personal grievances. Instead of saying, “My coworker is impossible to work with,” say, “We’ve had ongoing disagreements about task responsibilities, and it’s affecting project deadlines.” 

• Express the Desired Outcome – Be clear about what resolution is being sought, such as clearer task delegation, a change in workflow, or improved communication. 

• Remain Open to Solutions – A mediator’s role is to find a fair and balanced resolution, which may require compromise from both parties. 

3. Keeping Professionalism at the Forefront 

• Stay Respectful – Avoid accusatory language and personal attacks. Focus on the issue, not the individual. 

• Follow Company Policies – Many organizations have formal procedures for conflict resolution. Adhering to these ensures that the process is handled properly. 

• Confidentiality Matters – Discuss the issue only with those involved or responsible for resolving it to prevent workplace gossip. 

• Accept the Outcome Gracefully – Even if the resolution isn’t exactly what was envisioned, maintaining professionalism and moving forward constructively is key. 

Involving a mediator is not a sign of weakness—it’s a strategic step when conflicts become too complex to resolve independently. By approaching mediation professionally, presenting the situation objectively, and focusing on solutions, employees can ensure that conflicts are handled effectively without unnecessary drama. 

Moving Forward: Establishing Healthy Work Relationships 

Resolving a workplace conflict is only part of the process—the next step is ensuring that working relationships remain productive and professional. By setting clear boundaries, encouraging open communication, and maintaining professionalism, employees can prevent future conflicts and foster a more positive work environment. 

1. Setting Boundaries and Expectations to Prevent Future Issues 

Once a conflict has been addressed, both parties should establish clear expectations for working together moving forward. 

• Clarify Roles and Responsibilities – Misunderstandings often stem from unclear job expectations. Clearly defining who is responsible for what can prevent tension. 

• Agree on Communication Preferences – Some conflicts arise from poor communication styles. Discussing preferences (e.g., emails vs. meetings, direct vs. indirect feedback) can help smooth interactions. 

• Respect Personal and Professional Boundaries – Understanding each other’s limits—such as preferred working hours, methods of communication, or personal space—helps build mutual respect. 

• Check in Periodically – A brief follow-up conversation to ensure things are going well can prevent small tensions from growing into bigger issues. 

2. Practicing Open Communication and Feedback 

Healthy workplace relationships thrive on transparent and constructive communication. 

• Encourage Honest Dialogue – Creating an environment where employees feel comfortable expressing concerns without fear of retaliation promotes trust. 

• Use Constructive Feedback – Instead of criticizing, frame feedback in a way that focuses on improvement. For example, say, “I think we could streamline this process by doing X,” rather than, “You’re doing this wrong.” 

• Listen Actively – Giving full attention, acknowledging concerns, and responding thoughtfully ensures that all parties feel heard. 

• Address Issues Early – If a new conflict arises, addressing it before it escalates helps maintain a positive relationship. 

3. Maintaining Professionalism Even When Agreeing to Disagree 

Not all workplace conflicts will end with both parties seeing eye to eye—but professionalism should remain a priority if both parties would like to remain at the same workplace. 

• Respect Differences in Perspective – Colleagues won’t always agree, but recognizing diverse viewpoints can lead to better problem-solving. 

• Focus on Common Goals – Keeping the bigger picture in mind (e.g., company success, project deadlines) can help both parties work together effectively despite disagreements. 

• Avoid Holding Grudges – Lingering resentment can negatively impact teamwork. Letting go of past conflicts and focusing on the present is essential. 

• Stay Courteous in Interactions – Even if tensions still exist, maintaining a polite and professional demeanor ensures a productive work environment. 

Conflict resolution doesn’t end when the conversation is over—it requires ongoing effort to maintain a positive working relationship. By setting clear boundaries, fostering open communication, and treating each other with respect, employees can create a collaborative and productive workplace even after disagreements. 

Benefits of Workplace Conflict 

We know – it sounds crazy, but not all workplace conflict is a bad thing. Conflict is a necessary part of growth. Does that mean we should all run around and argue with our coworkers? Absolutely not. However, it does mean that we shouldn’t shy away from hard conversations and taking responsibility for when we can do something differently to accommodate others and create a stronger workplace.  

50% of respondents in a survey by the Workplace Peace Institute reported that “conflict can lead to improved working relationships [and] better understanding of others.” 

40% responded that “well-handled conflict leads to increased trust within teams.” 

Justin Jones-Fosu is an expert at maintaining respect and civility during workplace conflict. He is the CEO of Work Meaningful, a learning and development organization dedicated to enhancing the employee experience through meaningful employee engagement and inclusion for all. He offers an Expert Insights series through BizLibrary entitled: I Respectfully Disagree that walks learners through how and why employees can respectfully disagree with each other and benefit their workplace while honoring their convictions. 

One of the many benefits of a psychologically safe workplace that upholds a culture of respect is the ability to disagree with your coworkers or even your manager and it has no impact at all on the security of your work. Through difficult discussions, new ideas and processes can be formed to the benefit of everyone involved. This is why it’s so important to maintain professionalism through workplace conflict and avoid sinking to personal attacks.  

Workplace Conflict Resolution 

Workplace conflict is a natural part of any professional environment, but with the right approach, it can be managed effectively. Open communication, mutual respect, and proactive problem-solving can turn challenges into opportunities for growth and stronger collaboration. By fostering a culture of understanding and continuous improvement, teams can navigate differences while maintaining a positive work environment. 

If conflicts feel difficult to resolve, employees should feel empowered to seek support. Company resources such as HR, Employee Assistance Programs (EAP), or mediation services are available to provide guidance. Addressing conflicts early and constructively ensures a healthier, more productive workplace for everyone.