Why Constructive Conflict Is Key to Thriving Workplaces

Most people spend their lives, especially their professional lives, tiptoeing around conflict. Often thought of as something to be avoided at all costs, conflict gets a bad rap. When handled respectfully, honestly, and with good intentions in an environment of trust, learning how to work through conflict can be the difference between good organizational cultures and those that stew in toxic dynamics, impacting productivity and overall wellbeing.

Wiley Workplace Intelligence wanted to understand more about the role conflict plays in organizations today, especially as they continue to navigate economic uncertainty and headwinds both internally and externally. We surveyed 1,519 people about how they manage conflict. From reporting high levels of psychological safety to even higher levels of difficulty engaging in workplace conflict, the results were surprising and outline clear steps organizations can take to improve their handling of the historically taboo process of managing conflict.

The Paradox of Psychological Safety

According to our recent survey, 72% of employees say they feel psychologically safe addressing conflict with coworkers, and 76% feel comfortable voicing different perspectives. On the surface, this sounds like a win but dig a little deeper and a more complex picture emerges: 88% still report difficulty engaging in workplace conflict, and 41% worry about how others will perceive them during disagreements.

This discrepancy is not only human (who hasn’t worried about how they are perceived at work, especially when navigating a challenging issue?), but speaks to the need for organizations to provide clarity around managing conflict. While feeling psychologically safe is a huge piece of the puzzle, knowing how to practically navigate productive conflict is the next step in the process.

The Hidden Cost of Avoidance

We have discussed the emerging trend of extreme stress in the workplace and the physical toll it can take on one’s health. Managing conflict is no exception to that and our research showed that an alarming amount of people experience mental and physical symptoms resulting from conflict at work.

A staggering 67% ruminate about workplace conflict outside of work hours, and 53% experience physical symptoms such as stress or fatigue.

These numbers highlight the emotional and physical burden of unresolved or poorly managed conflict and the profound impact it can have on overall wellbeing. When people don’t have the tools they need to navigate disagreements productively, the workplace becomes a source of anxiety rather than growth which can have a negative effect on retention, culture, and ultimately the bottom line. As we continue to adapt to the rapid changes happening in organizations everywhere, from RTO mandates to budget constraints, creating a culture where people feel valued and encouraged to speak their minds in productive conflict is imperative.

Trust Is Key When Managing Conflict

Trust is at the foundation of healthy organizational culture, and we found that one of the most powerful predictors of whether someone will engage in conflict is the quality of their relationships. 77% of employees are more likely to bring up difficult topics with coworkers they feel close to, and 70% say past experiences with how someone manages conflict affect their willingness to engage again. This data speaks to the importance of building trust at work and handling conflict in a calm and pragmatic manner that allows everyone to feel heard and respected.

We found that the top three factors that influence comfort levels when addressing conflict are: mutual respect, shared understanding, and established trust. This underscores the vital role connection and trust play in encouraging a healthy culture around conflict. When trust is strong, people are more willing to lean into discomfort for the sake of progress, improving relationships and your organization along the way.

The Benefits of Productive Conflict

When conflict is managed well, the benefits are undeniable. 36% of employees report that relationships become stronger after resolving conflicts, and 68% say their team produces better results after working through disagreements which should be reason alone to stop sweeping conflict under the proverbial rug.

These outcomes point to the transformative potential of healthy conflict. Rather than being a threat to team cohesion, conflict, when handled with care, can be a catalyst for deeper understanding, better decisions, and stronger collaboration.

Building a Culture of Productive Conflict

So how can organizations work to encourage healthy conflict management? Here are a few strategies:

1. Invest in Conflict Skills Training: Equip employees with practical tools for navigating difficult conversations, including active listening, emotional regulation, and feedback techniques based on personality style.
2. Normalize Disagreement: Encourage leaders to model vulnerability and openness during conflict. When leaders show that it’s okay to disagree, others will follow suit.
3. Foster Relationship Building: Create opportunities to build trust and rapport outside of high-stakes situations. Strong relationships make conflict feel less risky.
4. Clarify Communication Preferences: Encourage teams to discuss how they like to give and receive feedback. Understanding each other’s styles can reduce friction and increase empathy.

While conflict is inevitable, it doesn’t have to be destructive. When organizations prioritize the development of conflict management skills and foster environments of trust and respect, they unlock the full potential of their people. The goal isn’t to eliminate conflict, but to transform it into a force for connection, creativity, and collective success.

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Wiley Workplace Intelligence conducts in-depth research on key workplace issues by gathering insights from individual contributors, managers, and leaders. Wiley Workplace Intelligence then analyzes these findings to provide actionable solutions that are shared in our blog.