A recent report from CIPD highlights the impact of workplace conflict on job quality and employee health, affecting millions in the UK.
- Approximately eight million workers in the UK have faced some form of conflict at work in the past year.
- The most common issues reported include being undermined, verbal abuse, and discriminatory behaviour.
- Conflict significantly reduces job satisfaction and increases the likelihood of employees leaving their positions.
- CIPD recommends focused training in line management to address and reduce workplace conflict effectively.
In the latest findings revealed by the CIPD Good Work Index 2024, workplace conflict poses a substantial challenge to job quality in the UK, affecting around eight million employees. This survey provides an extensive benchmark by annually reviewing the intricacies of workplace experiences and their influence on overall health and wellbeing. Evident in the data is the reality that workplace discord can detrimentally affect job satisfaction, mental health, and the physical health of workers across sectors.
The report identifies common forms of conflict, with nearly half of those affected experiencing instances of being undermined or humiliated at work. Verbal altercations are prevalent, with 35% of participants noting heated arguments and 34% encountering verbal abuse or insults. A concerning 20% of respondents indicated experiencing discrimination in the workplace. Such issues highlight the palpable stressors contributing to an unsatisfactory work environment.
This atmosphere of conflict correlates closely with decreased job satisfaction, where only 54% of those involved in conflicts expressed contentment with their roles. This is contrasted starkly with a higher satisfaction rate of 77% among employees not experiencing these conflicts. Employees embroiled in workplace discord are twice as likely to consider leaving their jobs within a year compared to their unaffected counterparts.
The CIPD has thus called for enhanced line management training, urging organisations to identify and mitigate underlying causes of conflict such as ineffective management practices and overwhelming workloads. According to Jake Young, a senior adviser at the CIPD, fostering healthy professional relationships and addressing disputes proactively are essential steps to averting escalation and preserving workplace harmony.
From the data, significant consequences of workplace conflict emerge, with 42% of individuals embroiled in disputes routinely feeling exhausted, and 37% often under pressure. A stark contrast is seen compared to individuals not facing conflict, with much lower percentages of exhaustion and pressure reported. Additionally, conflicts in the workplace adversely impact both mental and physical health, intensifying the importance of early intervention and robust management training initiatives.
Most employees choose not to escalate conflicts, with 47% opting to simply ignore issues. Others seek resolution through managerial discussions or informal conversations, while very few proceed to tribunals. The data suggest a reluctance to confront issues, possibly due to a lack of confidence in management’s competency to handle such situations effectively, perpetuating a cycle of unresolved workplace tension.
The CIPD underscores the necessity for management to cultivate open and supportive environments. By doing so, they can empower employees to voice concerns and enable managers to engage in difficult conversations constructively. This approach not only enhances trust and transparency but also strengthens managerial efficacy in resolving workplace disputes.
Addressing workplace conflict through strategic management training is vital for improving job quality and employee wellbeing in the UK.
