This article was updated on February 4, 2026, to reflect the latest information.
TL;DR: Workplace conflict is inevitable — 85% of employees experience it, and it costs U.S. businesses $359 billion annually in lost productivity. The good news? Most conflicts can be resolved with direct communication, self-awareness, and a willingness to own your part. This guide walks through four common workplace conflict scenarios with practical solutions from HR expert Sharon Ray.
Conflict in the workplace is inevitable. So how can you deal with it constructively and professionally?
Here's the thing: conflict is a necessary — and healthy — element of all human relationships. The key is making sure that bottled-up emotions or uncontrolled outbursts don't lead to toxicity at work.
That's why we hosted an interactive chat with Sharon Ray, a conflict resolution expert with over 25 years of experience in HR.
"Anytime you deal with people, you're going to have some sort of disagreement or conflict. Conflict in the workplace is an exercise in persuasion. Being able to problem solve and find the best solution for both sides." — Sharon Ray
Sharon fielded questions from the PowerToFly community about how to handle a number of common workplace conflict scenarios. Here are four of them — along with practical solutions you can use.
The real cost of unresolved conflict
Before we dig into the scenarios, let's look at why learning to handle conflict is so important.
According to the CPP Global Human Capital Report, employees spend an average of 2.8 hours per week dealing with conflict. That adds up to $359 billion in lost productivity annually for U.S. businesses. And 85% of employees experience some kind of conflict at work — with 29% dealing with it almost constantly.
The most common triggers? Personality clashes and egos (49%), workplace stress (34%), and heavy workloads (33%). Poor leadership and lack of clear communication also play major roles.
The takeaway: learning how to handle conflict at work isn't just a "nice to have" skill. It's essential for your career — and your sanity.
Scenario 1: You get off on the wrong foot with a new coworker
You get off on the wrong foot with a new coworker. They ask you for help responding to a customer inquiry, but you refuse because you're working on a tight deadline. There's been tension between you two ever since. Now you need their help on a project, but they're not being responsive.
How do you recover?
Solution
Go own it. Find an appropriate time to approach them and say: "I understand that we got off on the wrong foot. My apologies for that. What I'm trying to resolve is X. Can we have a conversation about that?"
Regardless of who the conflict is with — a coworker, your boss, whoever — they'll think more highly of you if you demonstrate self-awareness. The conversation may be awkward, but that's better than a tense relationship that could last years.
Try to maintain respect and understand that you don't have to love each other at the end of it. The goal is to resolve the issue so you can move forward and execute on whatever project or plan you need to deliver.
Key focus: It's all about how you approach the situation.Scenario 2: Someone sends you urgent requests after hours
You're frustrated because your colleague in France keeps messaging you at 5am (your time). They send you seemingly urgent requests when you're sleeping or just waking up, and you're sick of being bombarded with 11 messages before you've even sat down at your desk. You get the vibe they don't like you, and you don't know how to approach them.
Solution
Avoiding confrontation is making your situation worse, not better. Schedule a time to chat with them via phone or video call.
Bring the spirit of collaboration to the table. Uncover the root of the problem by asking questions: "Is there any particular reason you send me requests before I'm up? Am I responding to you too late?"
Once you understand why they're doing it, you can help them articulate their needs. Maybe they send you 11 messages at 6am because that's right before their lunchtime, and they don't want to forget their questions when they go on break.
Now figure out a solution that works for both of you. Can they send themselves a reminder on Slack to ping you when you're at your desk? Can you just ignore their messages until you clock in now that you understand they're not time-sensitive? Should you schedule a morning check-in to go over requests in real time rather than via message?
Key focus: Have a candid conversation to ease any tensions long distance can bring.
Scenario 3: Things got awkward after you got a promotion your friend wanted
You got a promotion that your friend at work was also gunning for. Now things are awkward between you two. You definitely want to keep the friendship going, but they aren't even speaking to you outside of team meetings.
Solution
Sharon suggests going up to the person and owning it. Tell them that you know it's an uncomfortable situation and that you'd like to continue the relationship.
These situations are tough, but radical candor is important. Be proactive. Break the ice. Figure out how to work together.
Important note: Never apologize for your promotion or for moving your career forward. And prepare to be content with the other person's decision if they're no longer interested in continuing the friendship. Learn more about how to practice it in the workplace here.
Key focus: Be proactive and break the ice — but respect their response.Scenario 4: Your supervisor is playing favorites
Tensions are rising in the office as it becomes increasingly clear that your manager is playing favorites. Certain team members consistently receive the most exciting projects, professional development opportunities, and public recognition — while others, including you, are overlooked despite equal or superior performance. This favoritism has led to low morale and a sense of unfairness among the team.
Solution
To address this issue, start by documenting specific times when you've noticed this happening to you. Come prepared with examples for the meeting. Having a well-thought-out plan before approaching your manager is key.
Request a private meeting to discuss your concerns. In this meeting, be calm and professional. Provide specific examples of instances where favoritism has been observed, focusing on the impact on team morale and performance rather than personal grievances. Emphasize the importance of fairness and equal opportunity in fostering a productive team.
Depending on the conversation, you might suggest implementing a more transparent system for assigning projects and opportunities — with clear, objective criteria for distributing assignments and recognition. You can also suggest regular team meetings where progress, accomplishments, and future opportunities are discussed openly so everyone feels included.
By fostering a more equitable environment, your team can improve morale, enhance collaboration, and increase productivity.
Key focus: Come prepared with specific examples and focus on impact, not grievances.More questions from the community
Don't see your specific scenario listed above? Check out the full video for more examples of workplace conflict scenarios and solutions.
Here are some highlighted questions from the chat:
- What steps should I be taking to resolve conflicts at work? (4:21)
- What if the company you work for doesn't have an HR department? Should the owner be the mediator? (4:29)
- How do I know when to escalate an issue with a coworker? (10:35)
- What are some suggestions when management refuses to address conflict? (10:42)
- I feel like my team is always combating my ideas. How do I address this? (17:47)
- How do you approach a manager who is part of the conflict without being scared to bring up the issue? (17:55)
- As a manager, how can I help my team address conflict better? (29:20)
- How do you handle conflict resolution with remote or international teams who have cultural differences? (43:08)
- How do you approach a coworker who's not doing their share of the work — while being respectful? (44:48)
- How can conflict be an avenue for innovation? (47:34)
The bottom line
We'll leave you with some parting words from Sharon: "Whatever the scenario, keep in mind that we are human, and will face conflict. How we resolve that conflict is key."
The data backs this up. Nearly all employees (98%) consider conflict resolution training crucial, and 95% of those who've received it report positive outcomes. Learning how to handle conflict at work is one of the most valuable skills you can develop.
Check out our trailer on Conflict Management to get started on your conflict resolution journey
- The real cost of unresolved conflict
- Scenario 1: You get off on the wrong foot with a new coworker
- Scenario 2: Someone sends you urgent requests after hours
- Scenario 3: Things got awkward after you got a promotion your friend wanted
- Scenario 4: Your supervisor is playing favorites
- More questions from the community
- The bottom line
