Facing Persistent Workplace Conflict? Here’s What’s Really Going On — and What to Do About It

Workplace conflict isn't just a people problem — it's a signal that something deeper is off. Discover why conflict persists and how to transform it into a catalyst for growth, trust, and productivity.

Workplace conflict isn’t a problem — it’s a signal. A sign that something in the system, culture, or communication flow is off kilter. And yet, persistent conflict — the kind that keeps resurfacing between individuals, teams, or departments — can feel like a never-ending drain on morale, trust, and productivity.

According to the 2024 State of Conflict in the Workplace Study by Workplace Peace Institute,

 96.7 percent of employees report experiencing conflict at work — with 43 percent dealing with it frequently or daily. These numbers confirm what many leaders already feel: conflict isn’t a rare event; it’s a daily reality that shapes team culture and organizational health.

Many organizations try to “manage” conflict by correcting behavior or moving people around. But if conflict continues to emerge in different places, it’s rarely about the people themselves. It’s about what the culture makes possible — and what it doesn’t.

Why Workplace Conflict Persists

At its core, persistent conflict tends to stem from unresolved needs. These might be:

• A lack of clarity about roles or expectations.

• Unspoken norms or double standards.

• Leadership inconsistencies that create confusion or resentment.

• Systems that reward avoidance over engagement.

Workplace Peace Institute research data backs this up: over 70 percent of survey respondents cited “lack of role clarity” and “destructive communication patterns” as top conflict triggers. Meanwhile, 73 percent identified a “lack of trust” as a key driver. When these conditions persist, people adapt. Some grow quiet. Others push back harder. Over time, emotional fatigue sets in. Trust erodes. The workplace becomes a place of reactivity rather than creativity.

Rethinking Workplace Conflict: From Disruption to Insight

What if conflict wasn’t something to eliminate, but something to learn from?

Conflict, when engaged skillfully, can be a powerful tool for growth. It surfaces truths that might otherwise remain hidden. It reveals how people are experiencing the workplace. And when approached with curiosity rather than control, it opens a path to deeper understanding and alignment.

This shift — from reactive management to proactive transformation — is at the heart of Workplace Peace Institute’s philosophy. Our work is rooted in helping organizations understand not just who’s in conflict, but why conflict keeps showing up in the first place.

And employees are hungry for this shift: 83 percent believe emotional intelligence is essential to managing conflict, and 68 percent say the same of cultural intelligence — yet only 35 percent believe their managers are skilled at handling conflict, and even fewer report having received formal conflict management training.

Steps to Begin Resolving Persistent Workplace Conflict

Zoom Out Before Zooming InAsk: What patterns are emerging across teams or over time? What systems might be fueling conflict?

Create Space for Real TalkInvite people to share experiences of tension or disconnection—not for blame, but for understanding. Psychological safety is key here. Fifty-five percent of employees report experiencing personal insults or attacks, and more than half have seen morale decline across teams due to unmanaged conflict.

Invest in Conflict LiteracyMost people have never been taught how to navigate disagreement constructively. Over 50 percent of survey respondents said training made them more confident in conflict situations — but 30 percent still report never having received formal training at all. Developing a shared vocabulary and framework for conflict can be transformative.

Lead with VulnerabilityWhen leaders acknowledge challenges openly and model engagement rather than avoidance, it sets a powerful tone for the organization. Yet nearly 37 percent say their organization primarily relies on avoidance as a conflict strategy. The leadership opportunity here is clear.

A Better Culture Is Possible

Organizations that thrive long-term don’t avoid conflict — they build the capacity to engage it with courage and clarity. That means developing not just procedures for conflict, but a culture of relational intelligence, where feedback, honesty, and growth are part of the daily rhythm.

If you’re noticing the same tensions cropping up again and again, it’s an invitation — not to point fingers, but to reimagine how your organization holds space for conflict.

“The question isn’t ‘How do we fix these people?’ It’s ‘What kind of system have we created that keeps producing this dynamic?’”

The data is in. The question now is whether your organization is ready to do something about it.

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Workplace Peace Institute is an organization systems design and research firm that is singularly focused on creating workplace cultures where people thrive. Workplace Peace Institute supports small to mid-sized businesses in optimizing employee engagement, maximizing organizational productivity, and improving profitability by infusing human security and dignity as foundational attributes of their business model. Our Leadership Academy supports leaders in honoring basic human needs and dignity needs in the workplace, so they can actualize human potential in the workplace. The online Leadership Academy optimizes competencies in human behavior, communication skills, conflict resolution, and Diversity, Equity, Inclusion and Belonging to create highly engaged workplaces where basic human needs and dignity are consistently honored. All our courses are offered online and can be customized for in-person workshops and seminars.