How to deal with workplace conflicts and protect your wellbeing

A healthy workplace, whether you're in the office or working remotely, should feel safe, respectful, and supportive. But when conflicts pop up, that sense of security can quickly fade. And most of the time, it’s not because of the work itself, but because of the people dynamics around it.

In this article, we’ll look at how workplace conflicts affect us, share some common examples, and talk about ways to handle them. We’ll also highlight some tools and support options, like Talked’s Beyond EAP, that can help when things in the office get tough.

Effects of workplace conflicts on employees and teams

Workplace conflict is any tension, disagreement, or misunderstanding between people at work. When it’s not sorted out early, it doesn’t just stay between the people involved, but it spreads across the whole team. Over time, unresolved team conflict can lead to:

• Stress and emotional exhaustion

• Poor focus and low productivity

• More sick days and people leaving

• Loss of trust and team breakdown

• Damage to people’s rights, dignity, and sense of belonging

But it doesn’t just hurt how we feel. In reality, workplace conflict hits team productivity, too. According to a study by a European business psychology firm, 85% of employees experience conflict at work, costing businesses around $359 billion in lost hours. 

A recent three-year study in Norway also found that workplace conflict was linked to higher rates of mental distress, showing how much it can impact our psychological safety at work. 

That’s why it’s so important to know how to effectively deal with conflict at work. Being equipped with thoughtful conflict resolutions in the workplace can protect your wellbeing and keep your workplace a safe and supportive space for everyone.

Workplace conflict examples and how to resolve them

Here are some common examples of conflict in the workplace, along with some conflict resolution techniques that you may want to consider:

1. Interpersonal conflict

Interpersonal conflict occurs when there’s tension between colleagues or teams. Maybe you don’t get along with someone you work with, or you struggle to communicate with them because you have clashing personalities. This type of conflict can create awkwardness, miscommunication, and a growing sense of disconnection in the team.

Active listening, in particular, is a powerful strategy to resolve this conflict in the workplace. Give yourself and the other person space for an open, respectful chat. Listen without jumping to conclusions or interrupting, and try to understand where they’re coming from. 

2. Task-based conflict

Task-based conflicts happen when people disagree on how work should be done. You might see this in disagreements over project strategies, resource allocation, or even how to fairly divide tasks. These disagreements often stem from unclear expectations or simply different working styles.

It’s important to address task conflicts early, whether you’re part of the team or leading it. Starting a respectful conversation can help clear things up. If you're a leader, modelling healthy disagreement and thanking others for their input can set the tone. Additionally, setting clear expectations around goals, roles, and deadlines upfront can help everyone stay on the same page and avoid future confusion.

3. Leadership conflict

Leadership conflict often arises when there’s a gap between the support you’re hoping for and the experience you’re having. For example, you’re looking for more feedback, but you feel overlooked. Or you want clearer instructions, but you find their communication style a little too direct.

This workplace conflict can be resolved by having a respectful one-on-one conversation with your leader or manager. Being open about your concerns can improve understanding on both sides. If things don't improve, it’s completely okay to reach out to HR or a trusted leader for extra support.

4. Power struggles

Power struggles usually pop up when people are competing for control, recognition, or influence at work. This kind of conflict doesn’t just appear overnight. It usually builds up over time because of clashing priorities, unclear roles, or changes in leadership. This can create workplace stress, slow down progress, and damage team relationships. 

The best way to deal with a power struggle is by having an honest and respectful chat with the colleague you're in conflict with. Talking things through can help you figure out what’s really going on and find a way forward. It also helps to shift the focus back to your team’s shared goals, not personal wins.

5. Cultural conflict

We all bring different experiences to work, be it cultural background, education, age, or religion. While these differences make our teams stronger, they can sometimes lead to misunderstandings or feelings of exclusion. Cultural conflicts usually aren’t intentional, but they can still affect how safe, valued, and respected someone feels at work.

The best way to handle cultural conflict is by practising inclusive, respectful communication. Make the effort to learn about the different backgrounds and experiences of your teammates. It might be helpful to also celebrate a range of cultural traditions to show respect and help everyone feel a sense of belonging, especially those who are working remotely or from overseas.

What employers & managers can do 

Even with the best intentions, conflict in the workplace is almost impossible to avoid. But what makes the difference is how it’s handled. As a leader, acting early and thoughtfully can make a huge difference in promoting your team’s mental health and building a culture of trust, respect, and connection.

One of the most effective ways to manage and prevent conflict in the workplace is by teaching your team the 5 C’s of conflict management to keep communication healthy and productive:

• Collaborate to find a win-win solution that meets everyone's needs.

• Compromise to reach a fair and quick resolution.

• Confront the issue directly and stand firm when urgent decisions are involved.

• Concede when the issue matters more to the other person, putting the relationship first.

• Circumvent minor conflicts that are not worth the time or energy to resolve.

You can also provide them access to supportive services like coaching, mediation, or workplace mental health programs as part of your wider conflict management process. 

One option is Talked’s Beyond EAP, which gives employees same-day access to EAP counselling for mental health and any emotional or personal challenges affecting their wellbeing. Sessions are fully employer-funded, and after using them, employees can continue with the same or a new therapist through Medicare, private insurance, or self-funding for ongoing, flexible support. 

Moving forward, together

Conflict is a natural part of working with others, but it doesn’t have to damage your wellbeing or your team. Be it a disagreement over tasks, leadership friction, or cultural tension, early and respectful action can make a real difference.

And if it ever feels like the workplace conflict is already too much, remember, you don’t have to handle it alone. Talk offers access to experienced, compassionate therapists who understand the realities of work-related stress and conflict.