Team conflict: 5 strategies to restore harmony at work

Why can’t we all just get along? Unfortunately, team conflict is inevitable in any workplace. How, when, and whether it gets resolved or escalates is up to you, the team leader. It’s more important than ever to skillfully manage any team members at odds with each other – retaining top talent in a volatile economy¹⁴ will help see you through any hard times that lie ahead.

Several factors complicate matters, however. There are generational differences between work styles (we’re looking at you, Gen Z)¹; teams are disconnected due to hybrid and remote working arrangements; and, in the aftermath of the pandemic, companies are struggling to define their workplace culture. If you think your company culture is pretty well defined, ask a team member to describe it. If they struggle to explain it or, worse still, respond with a blank stare – it’s likely your workplace culture needs some attention.

What is team conflict in the workplace?

Team conflict is when individuals within a team have differing perspectives, goals, or personalities that lead to challenges and issues. This conflict can be influenced by various factors, including leadership, work style differences, personality clashes, and the team's motivation to resolve issues. When managed effectively, team conflict can lead to stronger teamwork and innovation. However, unresolved conflict can have detrimental effects, such as stress, reduced productivity, and decreased job satisfaction.

Globally, 85% of employees have to deal with conflict to some degree, and 30% report having to do so frequently². Aside from the stress this can cause to the team members involved, productivity takes a hit too, with managers spending an average of six hours per week dealing with team conflict³. More than half of employees experiencing conflict at work say it caused them stress, anxiety, and/or depression, and 40% reported feeling less motivated. And according to new research by The Myers-Briggs Company, the more time someone spends dealing with conflict at work, the lower their job satisfaction and the less included they feel.⁴

The Myers-Briggs report, published in August 2022, is the follow-up to their much-referenced 2008 report. In 2008, 29% of people reported dealing with conflict often, very often, or all the time. In 2022, that figure had risen to 36%.

What are the 3 common types of team conflict?

There are three main types of conflict within a team:

• Task-based conflict: When employees disagree over how to approach a project or task or how to solve a problem.
• Status conflict: When one employee is considered higher on the hierarchy than another, conflicts can arise on both sides. The higher-ranked employee expects things done a certain way (such as being on time to meetings), while the lower-ranked employee can resent being given directions on how to perform a task.
• Relationship conflict: This type of conflict arises over differences in values, personalities, and opinions.

Having differences of opinion isn’t the end of the world, and neither is it a problem when team members have dramatically different personalities or backgrounds – but they do need to find ways to work in harmony and to work through conflicts when they arise.

“People don’t need to like each other, but they do need to collaborate and communicate with each other as it’s necessary to do their jobs,” explains Corinne Bendersky, Professor of Management at the University of California, Los Angeles.⁵

What causes team conflict?

Research from Harvard Business Review, surveying more than 1,000 first-time managers across 76 global companies, reveals four primary triggers that account for 91% of workplace disputes.

1. Communication differences lead the way, causing 39% of conflicts as teams struggle with varying communication styles and preferences.
2. Unclear expectations trigger 22% of conflicts, often stemming from poorly defined roles and objectives.
3. Unreasonable time constraints account for 16% of team tensions, while;
4. Opaque performance standards cause 14% of workplace disputes.

These core triggers often intensify during periods of organizational change, particularly during restructures or when resources are limited. The good news? Understanding these triggers enables leaders to proactively address potential conflicts before they escalate.

What happens when team conflict is poorly managed?

Taking a head-in-the-sand approach to conflict within a team is never a good idea, no matter how uncomfortable it may be to address it. But a clumsy approach to conflict can be even worse, and lead to escalating tension to the point that it affects productivity, morale, and even the company’s bottom line.

Here’s an idea of what not to do, if there’s conflict within your team:

• Ignore what’s really going on: Just because you wish it wasn’t happening doesn’t mean it isn’t happening! Avoidance behaviors such avoiding difficult conversations are likely to cause deeper divisions within the team and lead to potential long-term damage.
• Take sides: Playing favorites instead of remaining neutral and objective can fuel negative conflict and erode trust in you as a leader from the perspective of the entire team.
• Discourage communication: Failing to facilitate open and honest discussions does nothing to improve the situation and can hinder team performance.
• Punish the offenders: Sending squabbling team members to the naughty corner doesn’t cut it at work. Threatening disciplinary action only serves to stand in the way of constructive problem-solving and positive outcomes.
• Micromanage: It’s natural to want to step in and take control of the situation, but when that takes the form of restricting autonomy and micromanaging every little detail in an effort to prevent further conflict, the situation is only going to get worse.
• Dismiss underlying causes: Conflicting values and work styles are often to blame when it comes to workplace tension and interpersonal conflict, so ignore these issues at your peril.
• ‍Have no plan in place: Workplace conflict is inevitable but is unlikely to be well managed if you don’t have a conflict management strategy that helps you deal with it constructively when it arises.

The fallout from poorly managed, unresolved team conflict can lead to the following negative consequences:⁷

• Productivity declines within the team and managers have to spend time addressing the conflict.
• Morale and motivation drop throughout the team, even if the conflict is only between two members. Misery has a habit of spreading.
• Costs rise due to higher employee turnover rates. When conflict isn’t being effectively managed, things can get so unpleasant for an employee that it’s easiest just to resign.
• Higher rates of absenteeism. We’ve all had those days when we just can’t face going into the office. Those days happen a lot more often when there’s workplace tension.
• Mental health issues. Unrelenting stress can lead to anxiety and depression.
• Financial costs. The bottom line can easily be affected when employees disengage and productivity declines.
• Toxic work environment. Co-workers talk, gossip happens, and bad vibes can permeate a company quicker than you might think.
• Creativity and innovation are stifled. No one does their best work during times of negativity and unhappiness.

5 Proven strategies to resolve team conflict

1. Understand your team's unique work styles

If conflict is arising within your team and you’re not sure why, it pays to do a deep dive into what makes each of them tick. As we’ve learned, differing work and communication styles can be a major cause of disharmony within a team. Some team members are proactive self-starters, while others are analytical thinkers who prefer to take the time to reflect and weigh up the pros and cons before acting. You can imagine how infuriating it might be when one person’s working style is the complete opposite of a co-worker's.

Communication styles differ too. Some team members might have an affective communication style, which means they tend to be experts at picking up on non-verbal cues during conversations and meetings. Those with a neutral communication style, on the other hand, rely less on nuance and more on precise written or spoken wording to communicate with people in clear, exact terms. Again, conflict can arise on both sides. Neutral communicators can come across as cold and distant; while non-verbal communicators can be accused of being big on charisma but short on facts.

Team members approach responsibility differently too (some value autonomy, others like to share responsibility) and their decision-making styles vary as a result.

Learning about the strengths, motivations, and preferences of each team member is a powerful way to get the best out of your team, and to ensure they work together harmoniously.

Invite your team to answer questions about what motivates them (via the Marlee Motivational Analysis) for instant access to an accurate picture of your team’s work styles.

👉 How to take the Marlee Motivational Analysis

👉 How to create a team work space

A Marlee team workspace showing a team's highest and lowest motivators

2. Observe and predict signs of conflict early

The better you know your team, the sooner you’ll notice when something is amiss. The well-being of each team member is your responsibility – and pays dividends for your company – so keep an eye out for signs that all is not well.

Disrespectful language is a dead giveaway. If one of your team members is making snide remarks or being downright rude to a fellow team member, get to the bottom of it fast. Workplace incivility can be toxic to your company’s culture if left unchecked. Keep in mind that even if there is no open hostility, passive-aggressive behavior can do just as much harm.

If you're observing these behaviors, refer to team similarities and differences in your team board. These can help you quickly identify the cause of potential friction due to different work styles.

Pinpoint the cause of team conflict with team similarities and differences

It's also important to observe your team's body language and nonverbal communication when they interact or participate in meetings to gauge whether there’s friction or bad blood.⁸ Eye rolling is an obvious one, but far more subtle cues can also come into play. Grim facial expressions, lack of eye contact, and crossed arms are just some of the non-verbal ways employees communicate their unhappiness.

Notice if team members seem to be avoiding each other or if there is tension between them (how they typically communicate may have changed, for example). Frequent disagreements may arise, or collaboration among team members may be less than usual (leading to siloed work, task double-ups, and reduced productivity).

Watch for signs of flagging enthusiasm (slumped posture, losing focus during presentations and meetings, spending too much time chatting with friends, or scrolling through social media during work time). Observe team dynamics and ask team members for their take on how they think the team is faring during one-on-one meetings. Take notice if cliques appear to be forming or workplace gossip is on the rise. Developing your emotional intelligence will make these signs easy to spot.

❤️ Boost your emotional intelligence (EQ). Start our free Increase EQ coaching program. Transform how you communicate, influence, and connect with others.

3. Active listening: Hold constructive conversations to process conflict

The most effective leaders don’t start out in management roles knowing all there is to know about resolving conflict – they hone their communication skills over time and develop an action plan to build bridges of understanding between teammates. They know conflict is unlikely to resolve itself and learn not to fear conflict but embrace it! Plus, if they don’t master the art of effective conflict resolution, they soon realize that retention rates suffer.⁹

Why would leaders embrace conflict, you might ask? The answer is that a resolution process designed to help employees in conflict find common ground often leads to a positive outcome not just for the involved parties but for the entire team. Conflict can provide a useful way to encourage constructive communication between team members and even lead to a more positive work culture.

On the flip side, a seemingly small issue can quickly turn into a monumental problem if it isn’t addressed fairly, promptly, and respectfully. Let’s look at some of the approaches to conflict resolution you can take to resolve employee conflict before it turns ugly:

• Find a suitable location to discuss the issue. Avoid talking it out in an open-plan office and, where possible, bring remote workers and hybrid workers together in person.¹⁰
• Address the issue in a non-threatening manner using a calm tone of voice. By doing so, you’re setting the tone for the meeting ahead and encouraging each party to communicate in a respectful, level-headed way.¹¹
• Be prepared for heightened emotions. Conflict can be more stressful for some people than for others, depending on their personality and past (if they’ve faced a similar situation before and the outcome was negative, it can be triggering). If emotions are fraught, take a break and resume the meeting when feelings have subsided.
• Ensure each person in the dispute feels heard and understood and can talk without interruption. It's important to use active listening skills and play a mediator role if the other person tries to interject.

• Allow enough time for the issue to be discussed. Be prepared to have additional discussions to resolve the issue. Having unrealistic expectations isn’t helpful – if people are finding it difficult to work together and their patterns of behavior are ingrained, it can take time to work through.
• Be empathetic. It’s no fun being embroiled in conflict, so lend a kind ear. Perception of workplace empathy is a key indicator of employee well-being and promotes engagement and retention.¹³
• Help each party see the other’s point of view. Summarize the issue from each person’s perspective, asking them to confirm you’ve understood their side of the story.
• Communicate expectations to difficult employees. Sometimes, even the best-run conflict resolution meetings will hit a roadblock if one person refuses to acknowledge their role in the problem. Whatever their reasons, be clear with them about how acceptable behavior is defined in this workplace. If they show no willingness to resolve the issue, it’s time to assess their value to the organization – and the damage it will cause to the team if the situation doesn’t improve.

4. Convert team conflict into collaborative solutions

Converting team conflict into collaborative solutions starts with shifting perspectives from "me vs. you" to "us vs. the problem." The first step is understanding each person's WIIFM (What's In It For Me?) – their core interests, concerns, and motivations. By identifying what matters most to each party, you can frame solutions that address everyone's needs and emphasize mutual gains.

Try this four-step collaborative approach:

1. Map out each person's WIIFM, including their key concerns and desired outcomes
2. Ask everyone to propose three potential solutions that benefit all parties
3. Have the team share ideas without criticism or judgment
4. Guide the group in combining the best elements into a unified solution

The key is creating psychological safety where team members feel comfortable offering creative solutions. Be sure to outline both the positive outcomes of resolution (stronger relationships, improved productivity) and the potential consequences of leaving conflicts unresolved (damaged trust, decreased morale).

🌟 Use phrases like "How might we..." to spark collaborative problem-solving, and always frame discussions around shared benefits rather than individual concessions.

5. Hold a team dynamics workshop post-conflict

Let's talk about rebuilding team connections after conflict—it's like hitting a reset button but in a thoughtful, structured way. The key is creating a wonderful, safe space where everyone feels comfortable being their authentic selves. Start with your Marlee team work space.

A Marlee team workspace showing the different motivation groups

When you gather for the workshop, set some gentle ground rules that make everyone feel safe and at ease about sharing openly - no judgments here, just genuine curiosity about each other's perspectives.

• Begin with some personal reflection time, during which everyone can think about what makes them tick at work—their communication style, what energizes them, and how they prefer to collaborate.
• Then, guide the team through discovering their shared traits and their beautiful differences (because, hey, diverse perspectives make us stronger). The magic happens when you identify both blind spots and shared motivations -these insights build understanding and are the perfect recipe for stronger team connections.
• Wrap up by creating specific next steps that take advantage of your team's unique mix of thinking styles. Also, remember to set some exciting learning goals.

The journey doesn't end here, though. Schedule a follow-up chat in about four weeks to celebrate all the positive changes in your team's work. After all, building amazing team dynamics is an ongoing adventure you can share.

👉 How to run a team dynamics workshop to supercharge your team

From team conflict to connection: Building lasting team resilience

Remember, transforming team conflict into growth isn't a one-time achievement - it's more like tending a garden that needs ongoing care and attention. When you invest time in understanding each other's work styles, practicing empathetic communication, and creating psychological safety, you're planting seeds for long-term success.

The real magic happens when you combine these practices with continuous learning opportunities, whether through professional development, online coaching sessions, practicing your conflict resolution skills, or regular team dynamics workshops. And hey, don't forget to celebrate the small wins along the way! Every resolved conflict, every moment of improved understanding, and every collaborative breakthrough is worth acknowledging.

At the end of the day, the strongest teams aren't the ones that never face challenges - they're the ones that grow through them together, supporting each other's development while building a more resilient and harmonious workplace.

Ready to start your team's transformation journey? The first step is simply opening up the conversation.