Why is Workplace Conflict on the Rise?
Is it me, or is everyone just a bit tetchy at the moment? It feels like everywhere I turn: clients, colleagues, networking conversations, the same theme keeps coming up: conflict.
Of course, everyone has disagreements – I’ m not naïve and I don’ t expect everyone to agree with my point of view, but it does seem to me that positions are more entrenched and often more emotional. Certainly, in the workplace things like grievances, disciplinaries and breakdowns in relationships are all on the rise.
So, what’ s going on? Why does it feel like workplace conflict is increasing? I don’ t think there’ s a single answer but here’ s my attempt at an explanation.
The global backdrop No matter your politics, I think we can all agree that the global situation over the past few years has been shocking. I know I’ m not the only one that actively avoids the news these days. I’ ve got news fatigue – whether it’ s Brexit, the Pandemic, Ukraine, Gaza and now Iran, everywhere you turn it seems there’ s a lack of hope. And I didn’ t even mention the environment in that list!
People are more distracted and anxious and if you’ re carrying around all that underlying stress, it doesn’ t take much for something relatively small at work to tip into something bigger, e. g. a slightly abrupt email; a missed deadline; a throwaway comment in a meeting. Things that might previously have been brushed off can escalate.
It’ s the economy, stupid The economic climate also takes its toll. Wages haven’ t kept up with inflation. There are fewer jobs around. AI is encroaching on entry-level positions. Businesses are under pressure to do more with less. That creates an atmosphere where Employees feel stuck and frustrated, Employers become more cautious and Managers are under pressure to deliver results. In this context, people are more likely to dig in, escalate and formalise concerns.
A changing employment law landscape At the same time, employment law in the UK is undergoing significant change. Unfair dismissal rights are reduced to six months, sick pay is kicking in from Day One and family leave entitlements are changing too. Increased protection for employees is not a bad thing. But it does mean:
• People are more aware of their rights
• There is greater confidence in raising concerns
• Employers need to be more careful, more structured and more consistent
What might once have been resolved informally can now move more quickly into formal processes. And once something becomes formal, it’ s often harder to de-escalate.
Are we becoming more impatient? It feels like our tolerance levels have dropped. AI gives us instant responses, instant answers and when we don’ t get instant outcomes, we get frustrated fast. Remote and hybrid working with the increasing use of tech means fewer face-to-face conversations, fewer opportunities to“ read the room,” and so the likelihood for misunderstanding increases. I also wonder whether we’ ve become more comfortable with arguing our case but less comfortable listening to someone else’ s view? Healthy debate is a good thing but we seem to be losing the art of doing this well.
So, what can we do about it? If conflict is on the rise, we can’ t avoid it( tempting as that might be). Instead, I’ d suggest:
• Start the conversation early, don’ t let issues fester
• Review your Manager capability – equip them to handle difficult discussions
• Be clear and consistent – my mantra is“ clear is kind”
• Rebuild and develop our basic skills: listening, speaking and problem-solving( look at last month’ s article for ideas on how to do this)
I’ m always here to help with your people priorities, do get in touch if you’ d like a chat.
Ruth George- HR Consultant- ruth @ ruthgeorge. com | 07899 920075
© Ruth George HR Consulting. This is not legal advice and is provided for general information only.
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