Around 9.7 million UK workers experience conflict at work each year, which costs employers £28.5 billion, as found in The Cost of Conflict at Work and Its Impact on Productivity report.
So, why is it important for managers to learn how to manage conflict in a team? Because although healthy debates are usually harmless, unmanaged conflict can drastically affect team performance. It lowers morale, hinders creativity, and negatively impacts the organisation’s bottom line.
Take your first step towards being an effective leader. Continue reading to explore ten helpful strategies for managers to effectively manage team conflict.
Short on time? You can train your line and middle managers on managing conflict in a team with the Management Skills 101 course that we at TSW Training have created ― book your seat today.
What Are the Causes of Conflicts in a Team?
As per Harvard, these are the primary causes of conflict in teamwork:
- Communication differences: 39% of respondents believe that misunderstandings caused by unclear communication styles or lack of information flow can rapidly escalate into conflict.
- Unreasonable deadlines: According to 16% of respondents, feeling continually rushed or overburdened with work can cause stress and resentment among team members.
- Opaque performance standards: According to 14% of respondents, being unaware of how their performance is judged can lead to frustration and leave them feeling undervalued.
- Unclear expectations: As per 22% of respondents, if employees don’t understand their roles, duties, and goals, it can lead to confusion, duplication of effort, and conflict.
4 Types of Team Conflict
There are primarily four types of conflict in teamwork ― relationship-driven, task-driven, status-driven, and process-driven, to be exact.
Here’s a brief overview of each:
| Type of Team Conflict | Description |
| Relationship Conflict |
Conflict in relationships occurs when personalities, experiences, or identities clash. If left unchecked, it can harm trust and team spirit, resulting in a stressful situation. |
| Task Conflict |
This is caused by differences in how to approach tasks. While it has high chances of causing conflict, it also makes room for different perspectives that inspire creativity and better solutions. |
| Status Conflict | It is a power struggle in which team members compete for positions within a (mostly non-existent) team hierarchy. It gives birth to a toxic workplace environment and should be addressed immediately. |
| Process Conflict | This occurs when people have different opinions on how work should be done, who does what, and how tasks should be delegated. It can be created by unclear roles or misunderstandings about each member’s strengths and limitations. |
Now that we’ve covered the main types of conflict, let’s take a look at how to overcome them on an everyday basis.
(6 Tips) How to Resolve Team Conflict
Truth be told, managing difficult people at work and avoiding conflicts isn’t an easy job.
Nevertheless, these following tips can definitely help managers rise their teams above professional disputes and create a welcoming, positive work environment:
1. Go to The Root Cause of The Problem
Not all workplace conflicts are the same. Whatever it may be, addressing these issues head on helps avoid it from festering and becoming a larger problem in the future.
When faced with disputes at work, managers should take a deep breath and investigate the problem thoroughly to find the root cause first.
Is it just a misunderstanding or a clash between different personalities? If yes, open communication is typically enough to resolve these issues. However, if the conflict involves major issues like harassment or discrimination, it should be escalated immediately.
Most UK businesses have an Equal Employment Opportunity Policy for just these situations. If not, having one established promptly should be your primary focus.
2. Talk to Every Member Individually
Before going into any conflict resolution group activities, managers should first understand the individual narratives.
Schedule separate, confidential meetings for each team member involved in the conflict. This way, you offer everyone a safe environment to share their issues and frustrations without fear of being judged.
Here are some tips for these one-on-one meetings:
- Practise active listening, and offer clarifying questions to ensure that you fully understand their point of view.
- Acknowledge their emotions and refrain from making assumptions about their motives.
- To ensure and show that you are actively listening and have understood the issue, briefly paraphrase what you have heard.
3. Bring Everyone Together to Find Solutions
After you’ve understood the conflict, take charge and gather the involved team members for a mediated discussion. Keep in mind, this isn’t about blaming someone, but about coming together as a team. Set clear ground rules ahead of time, such as polite listening, avoiding interruptions, and focusing on solutions rather than people.
While discussing, try to direct the conversation to brainstorming solutions. Ask them to think about their past team collaborations; can they recreate that positive dynamic here?
Emotional intelligence is your best friend in these scenarios. Show empathy, control your own emotions, and if tensions rise, call a timeout and restart once everyone has calmed down.
4. Create a Conflict Resolution Group Activity Plan
Once you’ve guided a productive discussion and led everyone to a common ground, it’s time to solidify the next steps.
Create a detailed group action plan outlining the exact activities each team member will take to resolve the conflict, along with strict deadlines. This plan should be a team effort, with everyone feeling invested in its success.
Holding all parties accountable for their commitments will transform this conflict resolution process from a one-time event to a catalyst for long-term positive change in your team.
5. Follow Up With Your Team Members
Following up is equally important to ensure you’ve successfully resolved the conflict.
Schedule one-on-one meetings with key involved parties to evaluate lingering feelings. Did the conversation give them the clarification and closure they needed? Are there underlying issues that must be addressed?
If private meetings don’t work out, opt for anonymous team surveys. This creates a safe space for team members to express any frustrations they may hesitate to bring up in person. By getting open and honest feedback, you can spot hidden conflicts and address them before they start snowballing.
6. Document The Conflict Incidents
Why risk getting stuck in a he-said-she-said situation? Keep a detailed record of events to avoid drama in workplace conflicts.
Always record important data, like dates, times, and who attended any disciplinary meetings. Include factual summaries of events, rather than opinions or emotions. If a situation worsens, this document can be useful in protecting you from misunderstandings and false allegations in the future.
It also helps monitor behaviour patterns and find potential trouble spots within your team.
Let us help you equip your team leaders with the skills required to successfully resolve conflict by enrolling them in TSW Training’s Management Skills 101 course today!
Preventive Measures to Minimise Team Conflict
Conflict cannot harm your teams and drain productivity, if you make better decisions as a leader.
Here are five preventive measures you can take to minimise conflict at teamwork:
1. Develop Your Team’s Conflict Resolution Skills
Give your employees the tools and training to settle disagreements on their own.
This gives them the confidence to deal with both personal and professional conflicts, keeping minor issues from escalating into larger problems.
2. Help Your Team Communicate Better
Employees who know how to communicate effectively can connect better with a diverse group of coworkers.
This training teaches them how to address communication breakdowns, which are frequently the core cause of conflict in organisations.
3. Build Positive Work Relationships
Create opportunities for social engagement outside of work. You can also delegate tasks that promote teamwork and cross-training programs.
Employees feel more at ease when they cultivate a spirit of unity, which reduces interpersonal friction.
4. Introduce Team-building Activities
These fun exercises are a great method to improve chemistry between team members and boost performance.
It provides a secure area for everyone to bond, develop healthy communication habits, and agree on how to deal with issues and disagreements constructively.
5. Keep Open Communication Channels
Use different communication platforms strategically to keep information flowing smoothly throughout your organisation.
This can be anything ― from frequent informational briefings and problem-solving sessions, to a range of communication methods like face-to-face chats, email, video conferencing, and online collaboration platforms. This way, you ensure everyone has a say and feels heard.
Common Challenges in Resolving Team Conflict
Interpersonal conflict is very common in the United Kingdom, with 38% of workers facing them.
But here’s the thing: it takes calm composure and open communication for managers to properly resolve conflict in a team.
Here are some major challenges to be aware of:
- Being defensive: When criticised, it’s human to become defensive. However, this prevents truly listening and understanding the core issue. Instead, take a breather, listen actively, and ask the other person to expand on their concern.
- Jumping to conclusions: The human brain loves shortcuts. However, assumptions can worsen the conflict. Avoid passing judgement too soon. Instead, get both sides of the story before forming an opinion.
- Lack of empathy: Empathy does not mean agreement, but acknowledgement of the other person’s POV. Rather than disregarding their feelings, try to see things through their eyes. Something as simple as “It sounds like you’re frustrated” can be effective.
- Losing your cool: When conflict gets hot, maintaining calm is key. Take some time to gather your thoughts before reacting. Speak calmly and factually, without harsh rhetoric. This will help de-escalate the problem and lead to a solution.
Monitoring and Evaluating Team Conflict Management Strategies
So, you’ve learned how to manage conflict in a team. But how do you tell if things are getting better?
Here are some methods for monitoring and evaluating conflict resolution in your teams:
Set Clear Goals and Criteria
Don’t take a chance; set goals for success from the start. What specific behaviours do you expect from the team members?
Is it less conflict, better communication, or readiness to work together? Clear goals and measurable criteria help managers track progress objectively.
Implement the PDCA Cycle
This problem-solving framework (Plan-Do-Check-Act model) can be a useful tool for tracking conflict resolution.
Here’s how it works:
- Plan: Define your goals and solutions.
- Do: Implement the agreed-upon solutions.
- Check: Use check-ins and feedback to evaluate your progress.
- Act: Adjust the plan based on your results.
This cyclical strategy promotes ongoing progress.
Involve Third Parties
A fresh perspective can help. If required, bring in a neutral third party, like a mentor or HR representative, to analyse team communications and provide unbiased comments. This can help identify any leftover tension or unsolved issues that may not be obvious to you or the team members.
Review and Reflect
Take some time to think about the conflict resolution process. What went well? What could be improved the next time?
Analyse the situation: what were the initial challenges, how did you deal with them, and how did things turn out?
By reflecting on your approach, you can constantly improve your conflict resolution skills and become more effective in steering your team through future disagreements.
Don’t let conflict hinder your team’s success. Give your managers the confidence to face conflict head-on. Register for our Management Skills 101 course at TSW Training today!
Frequently Asked Questions (FAQs)
Here are some of the internet’s most frequently asked questions about how to manage conflict in a team:
What Role Does Leadership Play in Team Conflict Resolution?
Effective leadership facilitates team conflict resolution.
Leaders help identify the root problem, guide discussions, and ensure everyone feels heard. They can create a conflict-free environment by setting clear expectations and encouraging open communication.
How Do I Rebuild Trust Among Team Members After a Major Conflict?
Building trust requires time and effort.
Focus on open communication and prioritise common goals. Team-building exercises and moderated talks can also help resolve work relationships issues. To go forward, celebrate accomplishments while acknowledging past failures.
Does Emotional Intelligence Play in Managing Team Conflict?
Conflict management relies heavily on emotional intelligence.
Leaders who are self-aware and empathetic can successfully navigate heated situations. They create a welcoming and productive team environment by actively listening, controlling their own emotions, and promoting respectful communication.
Conclusion – How To Deal with Conflict in a Team
Managers can empower their team to reach a resolution and move forward successfully by following these aforementioned tips and strategies.
Don’t forget; investing in conflict resolution skills can help both your team and organisation. TSW Training’s Management Skills 101 course teaches line managers and middle managers how to effectively resolve conflict.
Enrol in our management skills 101 course today and learn how to develop a stronger, more resilient team.
