Dysfunctional conflict

What is dysfunctional conflict in the workplace?

Dysfunctional conflict is a form of workplace conflict in which employees engage in unhealthy disagreements that are hostile, aggressive, and lacking respect, rather than being constructive. This unproductive behavior from employees creates tension among employees and affects team dynamics and performance.

What are some characteristics of dysfunctional conflict?

Here are some of the common characteristics of dysfunctional conflict:

Poor communication
Increase in gossips
Decrease in performance levels
Lack of respect in conversations
Lack of teamwork
Withdrawal from meetings and conversations
Higher levels of stress
Formation of groups
Employees engage in a blame game

What is the difference between dysfunctional conflict and functional conflict?

Unlike dysfunctional conflict, functional conflict often involves healthy disagreements that often lead to productive decisions and build trust. It never gets personal and is mostly about the tasks and ideas. In contrast, dysfunctional conflict gets personal and often blames the individual.

What is an example of dysfunctional conflict?

At the workplace, dysfunctional conflict can arise when colleagues start targeting each other personally instead of addressing the actual issue. For instance, during a meeting, a team member might dismiss someone’s idea with a sarcastic remark or openly question their capability rather than offering constructive input. Instead of focusing on solutions, the conversation turns into blame and defensiveness, making employees hesitant to share their thoughts and gradually impacting overall team productivity.

How does company culture influence dysfunctional conflict?

A company culture that upholds healthy communication, transparency, mutual respect, and trust will keep conflicts focused on tasks rather than focusing on the individuals involved. However, in a culture that promotes poor communication, biased decisions, favoritism, and blame-driven behavior, conflicts will become very personal and hostile. Culture truly sets the tone for how conflicts are handled in your organization.

How can HR teams avoid dysfunctional conflict?

Here's a five step process that'll help HR teams that'll help HR teams avoid dysfunctional conflict and build a culture that allows healthy disagreements:

Step 1: Build an open-door policy, which enables employees to discuss any issues or concerns that they have without any hesitation. Encourage feedback exchanges regularly.

Step 2: Set clear expectations for each of the roles at your organization. This way, employees will have a clear idea about their responsibilities and decision-making authority.

Step 3: Encourage managers to build a culture of continuous feedback within your team. Help them to recognize and overcome their biases. Educate them on how to provide constructive feedback without criticizing anybody.

Step 4: Have a structured conflict resolution policy in place to manage conflicts. Intervene as early as possible so that it doesn't escalate. Have open and unbiased conversations to clarify misunderstandings.

Step 5: Be sure to foster a healthy work culture that keeps negative aspects like miscommunication, gossip, favoritism, workload imbalance, unclear expectations, and more at bay.