Workplace conflict? Here’s how to resolve it with practical steps that work

Conflicts at work happen more often than we might think. Whether it is tension between two colleagues, frustration bubbling under the surface in a team, or a collaboration that never really takes off, there is almost always something going on beneath the surface. And more often than not, it is not about bad intentions or personal issues. It is about behaviors, needs, and communication styles that simply do not match.

To resolve a conflict, we first need to understand what is actually driving it.

What causes conflict in the workplace?

Picture two colleagues. One relies on clarity, structure, and planning to feel secure and effective. The other is motivated by freedom, quick decisions, and space to explore new ideas. Both are doing their best, but their needs and ways of working are very different. What feels helpful to one may feel controlling to the other.

When these differences are not visible, it becomes easy to make assumptions, misinterpret each other, and take things personally. The conflict grows. Conversations stop. Frustration builds.

How to take the first steps in resolving conflict

1. Create a safe space for open conversation
   Whether you are a manager, part of HR, or directly involved in the conflict, there needs to be enough psychological safety for people to talk honestly. The goal is not to win but to understand.
   
   
2. Explore what each person needs
   What do you need in a collaboration to feel good? What triggers stress for you? What makes you feel heard or ignored? When we focus on expressing our own needs instead of pointing out what others do wrong, something shifts. We start listening.
   
   
3. Use a shared language to understand your differences
   This is where behavioral tools like The Predictive Index can be incredibly helpful. With data that describes differences in work styles, communication, and decision making, you can talk about what is actually going on without it feeling personal or accusatory.
   
   
4. Agree on new ways of working together
   Once you understand each other’s needs, it becomes easier to talk about adjustments. Do you need clearer expectations? More space to take responsibility? Better planning or more frequent check-ins? Small changes can make a big difference.

When understanding replaces assumption

A real turning point in most conflicts comes when both people realize that the other is not trying to be difficult. They are simply trying to get their own needs met, just like you. And those needs may look completely different.

Using behavioral data gives you insight into what drives you and those around you. You also gain a language for having respectful, constructive conversations. The goal is not to change one another but to better understand and adapt how you work together.

If you support others in their work

As a manager or HR professional helping others navigate conflict, you need more than gut feeling or guesswork. You need something solid to support the conversation. Tools that reveal what is going on beneath the surface can make even the toughest discussions less emotionally charged. And they give you a foundation to lead with curiosity, confidence, and clarity.

Do you lead a team or work in HR and need to address conflict in your workplace? Behavioral data helps you understand what is actually going on and gives you practical tools to move forward. Let us know if you want to learn more. We are happy to connect.