Advo HR Consultant, Michelle McHugh, helps with how to approach difficult conversations with staff.
Conflicts are an inevitable part of life and something we might have all encountered in the workplace at some point, whether it is due to clashing personalities, differing work ethics, a result of miscommunication, or simply the stress of a busy environment. Managers may see trivial conflicts happen every day in all shapes and forms which are resolved quickly by an internal conversation, without any intervention.
But if conflict is not identified and addressed early on, it can lead to an emotional build-up that triggers strong emotions and this can lead to anger, hurt feelings, disappointment and discomfort amongst your people. Employers have a duty of care to ensure that employees work in a safe environment, are treated with respect and enjoy quality of working life. If conflict is not managed, your business could be left open to grievances and claims of bullying and harassment (harassment being unlawful under the Equality Act 2010) and even employment tribunal claims. In the recent case of Hamilton v Epsom and St Helier University Hospitals NHS Trust, a nurse who was deliberately left out of a tea round and was consistently ignored by a colleague was awarded £41,000 for constructive dismissal.
When conflict is happening, employees are usually unable to focus on their job which affects their morale and motivation levels. It could result in a toxic work environment for them which ultimately may lead to a reduction in their productivity. There are financial repercussions to consider if you are not getting the best out of your people during a difficult time.
According to Acas – an average of 485,800 employees resign each year as a result of conflict. The cost of recruiting replacement employees amounts to £2.6 billion each year whilst the cost to employers of lost output as new employees get up to speed amounts to £12.2 billion, an overall estimate of £14.9 billion each year.
Conflict can also affect absenteeism levels – 874,000 employees are estimated to take sickness absence each year as a result of conflict, at an estimated cost to their organisations of £2.2 billion.
People managers play a central role in preventing and resolving conflict and good managers can handle team conflicts healthily by facing into conversations early.
While some may feel that dealing with workplace conflict would be uncomfortable, letting unresolved issues in the workplace linger is far more detrimental. Ignoring this does not just brush them under the rug—it allows them to fester, turning small disagreements into major disruptions.
Conflict can happen in any workplace but when managed appropriately, it can become an opportunity for growth, strengthening team dynamics and fostering collaboration between individuals and teams.
Advo are here to support you in managing conflict, and we can help you identify the right resolution strategies for your company. So please do reach out today for advice on anything in this article or for any other people matters.