Conflict with a colleague

Service Business

External article

Author: Małgorzata Majewska, expert at

There are so-calledtensions between employees or certain "hot spots" arise. Their presence is a common phenomenon - the most important issue, however, is the ability and solutions, or at least mitigation.

Above all, you must not allow a simple office conflict to turn into something stressful and destructive for both sides.

It is good to notice such an unpleasant situation first and try to find the cause of it. This way, you will be able to solve the conflict between you and your co-worker faster and more efficiently.

Take matters into your own hands

Don't sit around with your arms crossed if you are involved in an office conflict - even if you don't think it was your fault. You are only wasting valuable time and energy in such disagreements.

Avoiding a confrontation or a serious conversation is not a good option. Therefore, the sooner you learn about the cause of a conflict, the better for you. Also, trying to "win" the conflict will not do you any good - emphasizes Małgorzata Majewska, expert of Such an attempt at conflict domination can only make the problem of the office conflict type reappear sooner or later. Take the problem into your own hands and remember that communication and honesty are two very valuable qualities - both in personal and office life.

Appreciate the power of dialogue

Often times, a conflict is the result not so much of saying something to the other person as of not saying something. It could be breaking a promise or being tactless towards someone.

You have to find a way to resolve this conflict with a positive result. You also need to be prepared to make some compromises or meet "halfway" about the views of you and your colleague with whom you are in conflict. The easiest way is directness and honesty - just find out what opinion and views your colleague has on the topic, which is your dispute - advises Małgorzata Majewska.

As the initiator of such conversations, you may feel that you are the underdog who has broken and wants to avert the conflict. So let's repeat it again - dialogue is the most important element of interpersonal contacts. And understatements are far worse than verbal messages.

Look at the situation objectively

Be prepared for the fact that when you look at the situation objectively, you may find that the fault was simply on your side.

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An admission of guilt, or even part of it, can significantly help in resolving the situation. Moreover, such a step may cause the other person to think that they are also at fault.

Don't take it personally

If the conflict was not actually personal, behave professionally. If his cause was purely official, you cannot take the dispute personally.

Of course, we are only human beings, and a large proportion of our views on ourselves and our work relate very much to ourselves. However, one must remember about the idea of ​​work-life balance, which clearly assumes the separation of personal and professional life. So it is not worth wandering into such unethical and simply childish activities as insulting someone or harassing him - sums up Małgorzata Majewska.

Independent approach

If it turns out that the conflict did not have any meaningful basis, and the above advice cannot be applied to it, you may need someone who will take a neutral view of the situation and help you. In the business world, for example during conflicts between companies, the power of arbitration often proves invaluable.

Involving your boss or someone from HR in the conflict can be very helpful. Of course, it's not about literally engaging your coworkers or your supervisor in a conflict and "dragging" them to your side, but about a fresh look at this "third party" as being independent and neutral. Such an arbitrator may suggest certain actions that you will need to take to at least tolerate yourself in the workplace.