Conflict Resolution at Work: Practical Strategies You Can Use

Don’t fear conflict—fear the silence that follows it.” – Shannon L. Alder

As teamwork grows, conflict naturally arises. The same happens when friendships are built, it’s impossible to avoid disagreements forever. But, what sets apart successful teamwork and inspiring friendships, is how conflict is managed. At work, sometimes unknown factors, differences in communication styles, competing priorities, or organizational changes often generate conflicts. However, when left unresolved and continuing disagreements, can quickly erode trust, lower productivity, and lead to workforce desertion, affecting the entire organization.

That’s where conflict resolution at work becomes essential. By applying practical strategies and proven approaches that all members of the organization can turn conflict into opportunities for growth, stronger collaboration, and long-term success.

In this guide, we’ll explore practical strategies you can use to make harmony prevail in your organization and enhance a balanced work environment.

What Is Conflict Resolution at Work?

Conflict resolution at work refers to the positive process of managing disagreements, disputes, or misunderstandings between employees, teams, or departments in a constructive way.  But, how to deal with conflict resolution at work? Well, the goal is not “end” the conflict, but to find a solution that respects everyone’s perspective, and preserves productivity. 

According to the National Center for Biotechnology Information (NCBI), conflict can be positive when managed effectively, as it can promote team-building, enhance conflict resolution skills at work, foster critical thinking, and generate new ideas. Therefore, conflict management stands as a key competency that every leader needs in order to drive the success of their team or organization.

Common Causes of Conflict in the Workplace

Any environment where people live, work, or collaborate together can be face down to conflict. In the workplace, employees bring diverse backgrounds, personalities, perspectives, and day-to-day experiences, making disagreements almost unavoidable. To affront them effectively, it’s important to understand their root causes and the possible ways to resolve them.

According to Harvard Business School, some common sources of conflict resolution at work scenarios include:

• Misunderstandings or poor communication skills: This can be due to unclear instructions or a lack of assertive feedback, causing unnecessary tension. 
• Differing opinions, viewpoints, or personalities: Employees often have different points of view about the  goals or deadlines, which sometimes can lead to clashes. 
• Biases or stereotypes: Diversity in personalities, values, or work styles can lead to conflict. 
• Variations in learning or processing styles: When there is a role ambiguity and responsibilities are not clearly defined, friction at work is likely. 
• Perceptions of unfairness: Communication barriers or cultural differences can create a sense of unfairness among team members,  or even toward the job itself.

By recognizing these common causes, organizations can take proactive steps to reduce tension and foster healthier work relationships.

Why Is Conflict Resolution Important in the Workplace?

Conflict is not always negative. In some cases, constructive disagreement can spark creativity and innovation. However, when conflict escalates and is ignored, it can create a ripple effect across the organization. Some of the consequences include loss of motivation, weakened teamwork and decline in workplace culture. That’s why learning how to resolve conflicts in the workplace in an assertive way  is indispensable for any business. It can also make you save some money in the long run.  

The Costs of Unresolved Conflict

Unresolved workplace conflicts can lead to serious repercussions. Forbes magazine, in its article “Why there is a billionaire cost for companies due to workplace conflict”, – highlighted that according to the report Workplace Conflict and How Businesses Can Harness It to Thrive, U.S. employees spend an average of 2.8 hours per week navigating conflict, which adds up to $359 billion in lost productivity. That figure is from 2008, and the actual cost is likely much higher in today’s polarized social climate.

The impact on productivity and employee turnover is also significant. For example, a report from the Society for Human Resource Management (SHRM) emphasizes that unresolved disputes in the workplace cause distraction and frustration, both of which undermine an  capacity to meet business objectives effectively. In the long term, they erode morale and increase absenteeism among employees. 

In  simple terms, the costs of unresolved conflict include:  

• Decreased productivity: Employees spend valuable time and energy on disputes instead of focusing on tasks.
• Higher turnover rates: Workers are more likely to leave an organization with a toxic or conflict-heavy culture.
• Increased absenteeism: Stress and frustration from unresolved disputes can lead to burnout or disengagement.
• Potential legal issues: In extreme cases, unresolved workplace disputes can escalate into harassment or discrimination claims.

The Benefits of Effective Conflict Resolution

Before implementing a solution, it’s important to identify what does conflict look like at work so improvements in culture and performance can be addressed effectively. 

An article from Southern New Hampshire University (SNHU) showed that strong conflict management can lead to:

• Improved collaboration: Teams work more effectively when disputes are resolved fairly.
• Higher employee engagement: Workers feel valued when their concerns are acknowledged and resolved.
• Better decision-making: Diverse points of view can lead to innovative solutions if they are managed in a constructive way.
• Stronger workplace culture: A respectful environment fosters trust, inclusivity, and long-term loyalty.

In essence, conflict resolution goes beyond problem-solving—it transforms challenges into opportunities for growth, strengthening teamwork, improving relationships, and building resilient teams. This foundation also helps organizations effectively address different conflict resolution examples in the workplace. 

With this in mind , how can employers and employees be trained to face conflict?

Why Traditional Conflict Training Falls Short in the Workplace

Resolving conflicts in the workplace involves identifying the root cause of a dispute and guiding those involved towards a mutually acceptable solution. In today’s diverse workplaces, where employees bring different cultural backgrounds, work styles, and expectations, conflict resolution is not a “nice-to-have” skill but a vital component of organizational success. That’s why, at APS, we promote clear, concise and direct communication to get to the heart of issues, with proficient bilingual communicators, who can respectfully and authentically interpret  issues among all members of our organization.

As leadership expert Eliot explained, most traditional workplace training programs miss the mark because they focus only on surface behaviors. “Most traditional workplace training programs miss the mark. They focus on superficial behaviors such as communication tips, active listening, or surface-level scripts while ignoring the root cause: how people respond under pressure… These styles aren’t about your best self,” Eliot said. “They’re the habits you fall into when you’ve been punched in the nose.”

Practical Strategies and Skills to Resolve Conflict at Work

Resolving conflict effectively requires more than theory, it requires, pertinent strategies that employees and managers can apply in real situations. Harvard Business School (HBS) Online exposes five strategies that people tend to use when facing disputes at work. Understanding these conflict management styles helps organizations decide which strategy best fits each situation.

The Five Core Conflict Management Styles

1. Avoiding: This strategy is best applied in situations where neither the relationship nor the goal carries much importance. The reason is simple: to prevent unnecessary escalation in minor disputes. However, conflicts that involve meaningful goals and relationships, avoidance can be counterproductive. 

2. Competing: Competing is another conflict strategy that, although is often not ideal in the workplace, can be appropriate in certain circumstances. A win-lose approach where one party seeks to affirm their position without accommodating the other. It can be effective in urgent, high-stakes decisions but may damage long-term relationships. 

Also, competing can be useful when standing up for yourself or in situations where your safety is at risk. In these moments, prioritizing your well-being takes precedence over preserving relationships.

3. Accommodating: In this style, one party yields to the other’s needs. This style is most appropriate when maintaining the relationship is more important than achieving your own goal. This is because it helps maintain harmony in the short term but can create imbalance if consistently one-sided.

Accommodation can be particularly useful when the other person is upset, hostile, or when you don’t have a strong opinion on the issue. By stepping back, you immediately release tension by removing your own objective or opinion from the situation. Remember that safe environments that encourage constructive debate can lead to deeper collaboration and better outcomes.

4. Compromising: Both parties make concessions to reach a middle ground. It is often described as a “lose-lose,” since compromise may result in neither side feeling fully satisfied with the outcome. This style is most effective when the importance of both your goal and the relationship is moderate. 

You have to consider the bigger picture of maintaining the relationship, but not to the point of completely sacrificing your own objective—as you would in accommodation. The benefit, however, is that both parties demonstrate respect for the relationship and make sacrifices to reach a mutually acceptable solution.

5. Collaborating: Considered the most constructive approach, collaboration seeks a win-win solution where both sides work together to resolve the root cause of the conflict. Though it takes more time and effort, it often leads to stronger, long-lasting outcomes. This is because it recognizes the value of goals while prioritizing the relationships. Also, it encourages team collaboration, creativity, and innovation in problem-solving.

How to handle conflict resolution at work?

Not every conflict resolution style succeeds in all situations. The key is knowing when to apply each strategy:

• Avoiding: Works better when the conflict is minor, emotions are running high, or when more time is needed to gather information before confronting the issue.
• Competing: Useful in emergencies, high-risk decisions, or when important company policies can’t be negotiated. 
• Accommodating: Appropriate when maintaining harmony is more important than winning, such as when preserving relationships over issues. 
• Compromising: Effective when both parties need to reach a quick and fair solution for  an easily managed situation. 
• Collaborating: Ideal for complex disputes where long-term relationships and innovative solutions matter most. This approach often leads to the most sustainable outcomes for teams.

Photo by: https://www.niagarainstitute.com/blog/workplace-conflict-statistics

The Role of Communication in Conflict Resolution

Many workplace conflicts escalate not because of the core issue itself, but due to misinterpretations, miscommunication, unclear expectations, or assumptions. According to Southern New Hampshire University (SNHU), poor communication is one of the leading causes of conflict in organizations, and conversely, strong communication skills are one of the most effective tools for preventing and managing disagreements.

In practice, this means creating a culture where employees feel free to express concerns, ask questions, and clarify misunderstandings before they grow into larger problems. For APS, this principle is especially important in diverse and bilingual workplaces, where language barriers or cultural differences can intensify miscommunication if not handled with care. By ensuring clear, respectful, and direct communication, teams can resolve issues quickly while strengthening trust and collaboration.

At APS, we live this philosophy every day: “We solve problems by confronting them with affirmation, open-dialogue, and never compromising principles.” Additionally, we recognize that conflict management is not only about communication but also about supporting well-being: “We understand the demands of our role; we support physical and mental health.”

Communication Techniques for Conflict Resolution

The following techniques according to Harvard Business School, are essential in workplace conflict:

• Active Listening: Instead of preparing your response while the other person is speaking, active listening requires full attention to their words, tone, and emotions. It is a sign of respect and validation of different perspectives.
• Open-Ended Questions: Asking “how” and “what” questions (instead of “yes/no”) promotes dialogue and helps articulate concerns more clearly.
• Nonverbal Awareness: Body language, eye contact, and tone can either escalate or calm a conflict. Being aware of your movements can help reduce tension. 
• Clarification and Restatement: Summarizing or recapping what you’ve heard, like for example by saying “So what I understand is…”, shows empathy, prevents misinterpretations, and builds healthier conversations. 
• Using Neutral Language: Avoiding blame-based language like “you always” or “you never” helps keep the conversation focused on solutions rather than accusations.

At APS, we know these techniques are a must in our daily interactions. That’s why including  bilingual dialogue and practicing empathetic listening ensures conflict resolution in the workplace is handled  respectfully and professionally. 

Practical Strategies to Resolve Conflict at Work

While understanding conflict resolution styles is valuable, applying concrete strategies in daily workplace interactions truly makes the difference. 

Here are some practical, research-backed strategies organizations can use:

• Address Issues Early: Don’t wait for small disagreements to escalate. Proactive conversations can prevent long-term resentment and preserve team cohesion.
• Encourage Mediation: Involving a neutral third party, such as a manager or HR representative, can help both sides feel heard and guide them toward a balanced solution.
• Focus on Interests, Not Positions: Harvard research highlights that conflicts often persist because parties focus on rigid positions instead of underlying interests. Shifting the conversation to “what do we need?” instead of “what do we want?” leads to more sustainable outcomes.
• Establish Clear Policies: Organizations with clear conflict resolution frameworks—spanning reporting mechanisms, timelines, and responsibilities—experience fewer escalations and greater trust in leadership.
• Prioritize Employee Well-Being: Conflict is emotionally draining. Offering resources like mental health support, employee assistance programs, and open-door policies can help employees cope with stress while reinforcing a supportive workplace culture.

At APS, these strategies guide how conflicts are managed across teams. By combining early intervention, structured mediation, and bilingual communication, APS ensures that disputes are not only resolved but also strengthen relationships and productivity.

The Benefits of Effective Conflict Resolution

When conflict is managed efficiently, with respect and empathy, the benefits extend far beyond avoiding tension. It improves organizational performance and workforce satisfaction.  According to the Society for Human Resource Management (SHRM), organizations that invest in conflict management experience higher retention rates, improved productivity, and stronger team collaboration.

1. Stronger Collaboration and Innovation: The concept of healthy conflict emerges when the organization takes advantage of it and guides it towards solutions that foster diverse perspectives and open the door to creativity. It also helps the team improve at solving complex problems in the future.

2. Higher Employee Retentions: Employees are more likely to stay in an organization where issues are managed fairly and transparently, saving companies significant recruitment and training costs.

3. Improved Employee Well-Being: Unresolved disputes often lead to stress at work, burnout, and absenteeism. AtAPS, we understand the demands of our role, so we support physical and mental health. When conflict arises, we apply conflict resolution skills and stress management strategies based on  these values.

4. Reduced Risk of Legal Issues: When organizations neglect to address conflicts, they may face discrimination or harassment claims that escalate into costly legal challenges. A structured conflict resolution process minimizes this risk by ensuring fair treatment.

At APS, we see these benefits daily. By promoting open dialogue, bilingual support, and a principled approach to problem-solving, APS not only resolves conflict but also transforms it into opportunities for growth and stronger workplace relationships.

Best Practices and Policies for Long-Term Conflict Management

Knowing how to resolve a conflict at work is very important, but long term organizational success also requires preventing conflict. So, how to prevent disputes?  Well, the first step is setting clear rules of the company, building trust and sharing to all members the culture of the workplace. 

1. Establish Clear Conflict Resolution Policies: Organizations should create formal policies that establish how disputes are reported, mediated, and resolved. This assures employees that their concerns will be handled fairly.

2. Train Managers and Employees Regularly: Providing continuous training in communication, negotiation, and mediation gives  employees the necessary tools to manage disputes in a respectful and effective way. 

3. Promote a Culture of Transparency: Encourage a safe environment in your company where everyone can be transparent when conflict arises and when it is needed to address it. For example, open forums for feedback and anonymous reporting channels are effective ways to build trust. 

4. Encourage Diversity and Inclusion: Being open to diversity in your company is part of the process of understanding people with different perspectives on life and work, while also helping to reduce misunderstandings. At APS, we contribute to long-term harmony within organizations by promoting bilingual, respectful, and authentic communication across diverse teams—because these values are at the core of who we are.

5. Provide Mental Health and Wellness Support: Policies that support employee well-being and wellness initiatives help employees adopt effective strategies during disputes.

At APS, by aligning policies, communication, and employee support, we help organizations build long-term solutions that not only resolve conflicts but also foster stronger, healthier workplace cultures.

Best books on conflict resolution at work 

There are a number of highly recommended books for those who want to strengthen their ability to resolve conflicts and promote cooperation. For managers looking for useful frameworks for challenging conversations, Patterson, Grenny, McMillan, and Switzler’s “Crucial Conversations” is regarded as a must-read. Patrick Lencioni’s “The Five Dysfunctions of a Team,” which describes how unresolved conflicts erode trust and performance, is another excellent choice. Travis Bradberry and Jean Greaves’ “Emotional Intelligence 2.0” provides techniques to improve empathy and self-control, two crucial conflict resolution skills, for individuals drawn to psychology-based methods. Lastly, Stone, Patton, and Heen’s “Difficult Conversations” offers precise instructions on how to handle delicate subjects without intensifying arguments. These books are useful resources for professionals who are dedicated to creating healthier workplaces.

Turning Workplace Conflict Into Opportunity

Conflict in the workplace is inevitable—but it doesn’t have to be fatal. With clear communication, cultural competence, and official policies, workplace conflict can be transformed into great opportunities for growth, innovation, and strengthened relationships. Studies show that unresolved conflict costs U.S. businesses billions of dollars each year in lost productivity, turnover, and absenteeism. The good news? Using the right strategies, businesses can minimize these costs and enjoy the benefits of collaboration, trust, and resilience.

At APS, we know conflict resolution is about more than resolving disputes—it’s about building healthier workplaces for the future. By demonstrating a commitment to open dialogue and principled problem-solving, we lead businesses through conflict in a manner that protects employee well-being. And because we also appreciate the unique needs of diverse workplaces, APS delivers respectful, sincere, and bilingual communication that transcends barriers and fosters understanding. 

If your organization is ready to move beyond conflict and create a culture of collaboration, APS is here to help. Call us today to learn more about how we can aid your staff in turning challenges into opportunities for growth.Additionally, we’ve made a list of the best books we consider valuable for conflict resolution at work and would be happy to share with you.!