Conflict is a normal part of working life, but that does not make it easy to deal with. When tensions are not resolved, the impact on wellbeing can be significant. Studies have found that 57% of people who report conflict at work experience stress, anxiety, or depression as a result.
World Wellbeing Week encourages organizations to recognize the challenges affecting wellbeing at work and foster meaningful action to improve it. Here are 4 practical ways leaders can support wellbeing in times of workplace conflict.
Four easy steps to navigate workplace conflict healthily
- Helping employees feel better at work: Start with self-awareness
The first step to protect wellbeing in conflict is self-awareness. Observe what’s going on within you and recognize when you’re feeling triggered. Maybe a coworker said something that’s bothering you, or you find yourself being more abrupt than usual. The cues may be subtle; perhaps you’re avoiding talking to a teammate, are feeling less engaged in work generally ,or making fewer contributions in meetings.
Notice the emotions and sensations you’re experiencing. Common responses include: an increased heart rate, physical tension, anxiety or low mood. These are natural defense mechanisms to a perceived threat, part of the fight-flight-freeze response.
Once you acknowledge these, create space to respond rather than react. That might mean going for a walk or taking deep breaths to calm yourself down. With practice, you can become adept at spotting the physical warning signs of stress and then manage your response before it affects your wellbeing.
- Building trust and connection at work: Be aware of your impact
Connection and conflict are closely interrelated. When colleagues feel connected to each other, they are more likely to navigate disputes constructively. When trust levels are low, people are less likely to speak openly or admit mistakes due to fear of judgment or repercussions.
Trust and psychological safety are fundamental to connection. Trust starts with our own behavior. Psychological safety develops when others believe they can speak honestly without fear of blame or judgment.
Ask yourself how willing you are to share when you’ve made a mistake. Do you welcome challenge and listen without defensiveness? Do you give your full attention to someone else, even when you disagree? By being aware of your own presence, you can create the best conditions to build trust and help others feel safe being open with you.
- Making wellbeing visible through action: Address conflict early
Just as World Wellbeing Week helps to make wellbeing more visible and encourages taking simple actions, the same principle applies to workplace conflict. A willingness to acknowledge the presence of conflict, rather than ignoring it, makes it easier to address before it escalates. A seemingly small issue can fester, and when we avoid talking about it, it can lead to assumptions, distrust, and rising stress. As tension grows, conversations feel riskier, so they are avoided even more, creating a self-perpetuating cycle of conflict avoidance.
Even small changes make a difference. For some conflicts, the solution may be to seek help from a conflict expert, such as a coach, facilitator, or mediator. For others, you may be able to manage it yourself. Either way, the most powerful way forward is to take early action to nip issues in the bud, before they escalate. And if you notice that someone is having a difficult time, ask them if they’d like to talk about it. Over time, these small actions build confidence and make future conflicts easier to address.
- Setting a healthier direction for the year: View conflict as a journey of learning
It’s not always easy to think clearly when you’re in conflict, let alone take a different approach. But you don’t have to wait until issues arise; you can develop your conflict mindset at any time.
In conflict situations, it’s easy to fall into binary thinking, such as assuming that one person has to be right and the other wrong. There can be a tendency to focus on one goal or desired outcome – such as a colleague admitting they were wrong – which can limit discussion and close down other possibilities. Instead, try to develop a different mindset, one that focuses on the journey rather than the destination. Ask yourself instead: how can I move towards conflict resolution? What might explain a colleague’s behavior? What impact has the situation had on both of you? This type of curious mindset is more likely to pave the way for discussion and learning, leading to healthier, more sustainable outcomes for everyone.
Conflict at work can affect wellbeing, but simple actions lead to change
Awareness initiatives, such as World Wellbeing Week, help to promote important conversations on key topics connected to wellbeing, such as workplace conflict. Small steps feel more achievable and help build confidence, allowing employees to address tensions early and informally. By focusing on simple actions that everyone can take, meaningful change can happen throughout the year, not just during World Wellbeing Week.
“Click here” to view the original article or “click here” to view a PDF of the article
