I’m an Office Expert and this is How you Can Actually Solve Workplace Conflict
Workplace conflict is on the rise, with research suggesting the consequences are far-reaching. A study revealed at conflict is costing UK employes £28.5 billion a year, as nearly half a million employees leave their job as a result. In the last week alone, there’s been a 20% and 6% increase in searches for ‘career advice’ and ‘business management guidance’ as both employees and leaders look for guidance and answers. In line with this, here are top advice for handling conflict at work before it escalates – and before leaving your job feels like the only option.
Handling Workplace Conflict
If you’ve recently felt high tensions in your workplace, you’re probably not imagining it, with a new study by Acas revealing that more than 2 in 5 workers feel that workplace conflict is rising. So how can you handle workplace conflict as it happens?
Workplace conflicts often begin quietly, with many not thinking too much of a curt email, a missed deadline, or a difference in priorities. However, in today’s hybrid, high-pressure workplaces, where communication is often over email or message rather than face to face, messaging can often be mistranslated and misunderstood, and those small sparks can quickly flare. Add in the stress of tighter budgets and rising workloads, and teams are under more strain than ever before.
Without early intervention and diffusion, what started as an impolite comment quickly becomes a larger dispute. The result isn’t only disruption for those directly involved but a ripple effect that damages team cohesion, drains energy, and undermines performance. But, this doesn’t have to be the case, if you feel the tension begin to rise, there are a few things you can do to help make your environment feel more comfortable for everyone.
1. Spot the warning signs
Conflict rarely begins with a dramatic argument. More often, it shows up in subtle ways: curt emails, colleagues withdrawing in meetings, or a breakdown in communication over priorities. If you notice these signs, don’t ignore them, small issues left unchecked have a way of growing. If you notice a colleague addressing you or others in a way which feels disrespectful, quietly and privately address this to them if you feel comfortable doing so. Alternatively, use your company’s anonymous feedback resources to address the issue.
2. Address it before it escalates
One of the most common mistakes I see is people waiting too long. A short, calm conversation can prevent weeks of frustration. Approach the other person with curiosity rather than blame, for example “I noticed X, can we talk about it?” is far more effective than “You always do Y.” This will help it feel less like an attack and more of an informal conversation, giving your colleague the benefit of the doubt whilst also looking to resolve the issue.
3. Focus on empathy
When you’re in the middle of a conflict, it’s tempting to defend your own position. However, pausing to understand where the other person is coming from instantly changes the tone. Ask questions, listen properly, and acknowledge their concerns. This doesn’t mean you agree with them, but it shows you’re committed to finding common ground.
4. Communicate with clarity
Many conflicts are fuelled by vague expectations or poor communication. Be direct about what you need and take time to check understanding. Use “I” statements to explain how something makes you feel, rather than pointing fingers—it keeps the conversation constructive rather than confrontational.
5. Know when to step back
Not every disagreement needs to be solved in the heat of the moment. Sometimes, taking a step back gives both parties the space to reflect and return with a clearer head. And if you feel the issue is too complex to resolve alone, there’s no shame in suggesting mediation, it shows you’re focused on solutions, not point-scoring.
Knowing whether you’re the right person to step in is just as important as how you approach the conflict itself. If you’re a manager or team lead, part of your role is to step up. Your perspective is more likely to be received with authority, and your responsibility is to guide your team through difficult moments.
However, if you’re more junior, it’s worth reading the room. Ask yourself: will your feedback be taken constructively, or could it create more tension? One of the advantages of being at an earlier stage in your career is that you don’t always need to shoulder the responsibility of resolving conflict directly. If you feel comfortable doing so, by all means raise issues calmly, but equally, it’s completely valid to take your concerns to a trusted colleague or line manager who can address the situation from a position of authority.
Conflict is not a failure of the workplace; it’s a natural by-product of diverse teams working under pressure. The difference lies in how organisations respond. By treating conflict as a leadership priority rather than an HR problem, businesses can turn a destabilising force into a catalyst for growth.
Handled well, conflict doesn’t weaken culture, it strengthens it. Leaders who embrace this mindset will not only reduce costs and attrition but also build more resilient, innovative, and high-performing organisations.
Written by Demis Brill, a spokesperson for Instant Offices