In earlier blogs, we started to explore the costs to an organization when conflict is avoided or poorly managed. When conflict is not well managed, it can impact teamwork and how teams function together. In this article, we look in more detail at the impacts of conflict on teamwork and team members.
Stats on the Impacts of Conflict at Work:
TELUS Health (LIfeWorks) shared in their mental health index that 25% of the employees surveyed reported experiencing increased tension and/or increased conflict at work. We know that from these and many others studies there’s a definite impact on our mental health.
In conversations with HR professionals, I have heard anecdotes that employees who are 40 years old or younger are much more likely than 50-year-olds (and up) to report conflict or tension. What this tells me (and certainly it matches what I’ve seen in workplaces and companies that I do training for) is that there are many conflicts that go on in organizations that are “underground” where leaders may not be fully aware. They didn’t get reported, they didn’t get dealt with, and they just kind of linger in the background.
Impacts on Teamwork Dynamics:
Dealing with conflict, even when it’s uncomfortable, is incredibly important. These issues that go underground, the subversive currents, can be incredibly challenging for an organization because they will impact your workplace culture. These situations impact trust and they will impact employee faith and belief in their workplace leaders.
When conflict lingers or there is residue lasting from poorly managed conflict, it can often feel like you are walking on eggshells or treading lightly in situations that would not typically be difficult. There is often a hesitancy for people to broach conversations which can lead to mistakes, assumptions, and rumours. This can then lead to team members being frustrated with one another. The longer the issues stay underground, the deeper the feelings are and more complex the issues become… all impacting how a team works together.
The Financial Impacts of Conflict on Teams:
Billions of dollars are lost every year in Canada and North America as a result of poorly managed conflict. Over the last couple of years, I have read many HR reports that highlight different stats and many seem to indicate that a per employee cost would be over $5,000 of lost time and lost productivity related to conflict.
Feedback on Impacts of Conflict:
When I talk to clients, when I was a mediator, and when I train teams, I ask people, “What are the impacts of conflict in your workplace, in your team, and in your life?”
Here are some of the messages I hear:
- There is declining workplace morale.
- People don’t like Mondays anymore because it represents somewhere that they don’t really want to be (i.e. the workplace).
- The workplace culture has changed. It shifted. It doesn’t feel positive. It doesn’t feel safe.
- There is declining trust among teams.
- Issues with conflict make it challenging to attract the right kind of (or right-fit) employees.
- Spending energy on conflict results in a loss of productivity.
The Personal Impacts of Conflict:
We’ve had so many people tell us the biggest concern for them in workplaces around conflict and poorly managed conflict is that the issues and the feelings follow them home. So, not only are people’s workplace relationships struggling (and it might be a place where it doesn’t feel safe or they’re feeling that their needs are not being addressed), then all that turmoil goes home with them. These stresses have an impact on family, the social groups, and the different organizations that someone might volunteer with.
As you can see, there’s financial and other “obvious” costs, but there are hidden costs like stress, relationship damage, and the toll on an employee’s family.
In our next blogs, we will continue to explore some of the benefits that emerge when conflicts are well managed and how to use these benefits as a catalyst for change and culture building.