What Causes Communication Conflict?<\/h2>\r\nIn some cases, workplace conflict can actually be healthy. Unhealthy workplace conflict, on the other hand, usually stems from a lack of communication, and for that, there may be several contributing factors:\r\n\r\n \t- Generational differences:<\/strong> A recent survey from ResumeBuilder.com<\/a> revealed that 74% of managers found Gen Z employees challenging to work with, compared to earlier generations. In some ways, this is natural; as newer generations enter the workforce, there is a gap between generational ideals and approaches to work. When that happens, those in leadership roles, who are typically from earlier generations, find younger generations more difficult to work with. They may not understand their approach, and clear communication is not occurring.<\/li>\r\n \t
- Difference in personality type.<\/strong> The popular Myers-Briggs assessment<\/a> outlines 16 different personality types \u2014 each with their own unique communication and conflict resolution styles.<\/li>\r\n \t
- Difference in leadership style. <\/strong>When there is a disconnect between how a leader approaches their team and the team members\u2019 expectations, conflict can occur. For example, a team member who values trust and a hand in decision-making within the team with a leader whose style is making all decisions without any input.<\/li>\r\n \t
- Differences in communication preference.<\/strong> There is not a one-size-fits-all approach to effective communication. Understanding common communication preferences<\/a> can help you collaborate with and support others on your team.<\/li>\r\n \t
- Fear of feedback (also widely known as \u201cconstructive criticism\u201d) and an individual\u2019s fear of others\u2019 perception of them may result in a communication shut down.<\/li>\r\n<\/ul>\r\nGenerally speaking, unhealthy workplace conflict results from a lack of understanding. Overcoming these challenges is possible, but not always prioritized in today\u2019s \u201cpace over perfection\u201d work environment.\r\n\r\nThat\u2019s why active listening and effective feedback are so important to help mitigate any potential unhealthy workplace conflict.","full_width":false,"content_band":[{"acf_fc_layout":"social_callout","blockquote":"Listening is not only hearing what is being said, but also taking in the tone, the speed, the word choice and other inputs that add meaning behind the words."},{"acf_fc_layout":"content_area","wysiwyg":"
What is Active Listening?<\/h2>\r\nActive listening is not only hearing \u2014 but also understanding \u2014 what is being said by another person. In work environments where active listening is practiced, employees can feel engaged, empowered, and more willing to stay with their employer. In fact, a Salesforce found that employees who feel heard at work are 4.6 times more likely to perform their best.\r\n\r\nThere are three components of active listening:\r\n\r\n \t- Listening.<\/strong> This may seem simple, but there is a difference between hearing and listening. Hearing is just that: merely hearing what is being said. Listening is not only hearing what is being said, but also taking in the tone, the speed, the word choice and other inputs that add meaning behind the words.<\/li>\r\n \t
- Empathy.<\/strong> The next component is empathy. Understanding the speed, tone and words gives you clues on what the other person is feeling. Empathy is just that: feeling and understanding, even for a short moment, where a person is coming from.<\/li>\r\n \t
- Clarification.<\/strong> One of the biggest pitfalls of ineffective communication I\u2019ve seen in the workplace is not seeking clarification. Simply acknowledging your understanding of what the other person is saying and ensuring it is correct can go a long way toward avoiding unhealthy conflict.<\/li>\r\n<\/ol>\r\nPerhaps you\u2019ve seen this in your own organization: Someone will rattle off information, ask \u201cDoes that make sense?\u201d and the other person nods (even if they don\u2019t understand). One person thinks the information was processed and the task is being completed, the other is clueless \u2014 and probably panicking. This common scenario breeds unhealthy conflict, mismatched expectations, poor communication, and time wasted.\r\n\r\nClarification solves this issue with one quick, simple formula: \u201cWhat I hear you saying is \u2018x.\u2019 Do I have that right?\u201d\r\n\r\nContrary to what some people think, asking for clarity does not make either party seem as if they were not listening; it\u2019s quite the opposite. Taking a quick moment to understand what is being said gets everyone on the same page and work completed more efficiently.\r\n
What is Effective Feedback?<\/h2>\r\nThe next component of a communication-positive workplace is effective feedback. But first, one common myth must be dispelled:\r\n\r\nMyth:<\/strong> Feedback is \u201cconstructive criticism.\u201d\r\n\r\nFact:<\/strong> Feedback is not criticism. Feedback is merely information.\r\n\r\nThe guise of feedback being \u201cconstructive criticism\u201d is a misnomer with well-meaning intentions; the intention being that feedback will help a person grow. In fact, that is true. The issue, however, lies within the combination of the words \u201cconstructive\u201d and \u201ccriticism.\u201d Criticism rarely helps with workplace growth and development.\r\n\r\nInstead, reframe the concept.\r\n\r\nWhat feedback IS:<\/strong>\r\n\r\n \t- Merely information.<\/li>\r\n \t
- Objective, not subjective. It is not based on opinion; rather, it is based on information related to observable behaviors.<\/li>\r\n \t
- Supportive, not punitive. Remember best intentions. The goal of giving feedback is to help someone grow and develop. It is not a means to \u201cgo after\u201d someone based on a misunderstood perception of the person.<\/li>\r\n \t
- In terms of healthy communication, feedback is a two-way street. The giver and receiver of feedback both have important roles. The feedback giver provides information, but the receiver also has an opportunity to either accept or reject what\u2019s being said or ask for more clarification.<\/li>\r\n<\/ul>\r\nWhat feedback IS NOT:<\/strong>\r\n
\r\n \t- A way to demean someone.<\/li>\r\n \t
- A quick, dismissive conversation where one assumes the receiver understood exactly what was said.<\/li>\r\n \t
- A sandwich, also known as \u201ccompliment-criticism-compliment.\u201d While the intention is to soften the blow of negative feedback, it can obscure the message and opportunities for professional development.<\/li>\r\n<\/ul>\r\nCombining Active Listening and Feedback Into an Effective Conversation\r\n\r\nNow let\u2019s bring what we know about active listening and feedback together. Here are six ways to become a more effective communicator in the workplace:\r\n
\r\n \t- When you are the one communicating:<\/strong> Remember that conversations work both ways. Ensure the listener understands you by checking in.<\/li>\r\n \t
- Actively listen:<\/strong> Use your senses to understand what\u2019s being said. Listen for tone, word choice, speed of words and other clues. This leads to empathy and a deeper understanding of what the person is feeling.<\/li>\r\n \t
- When someone is communicating with you: <\/strong> State what you\u2019re hearing and ensure the other person is understood by asking, \u201cHave I got that right?\u201d They will tell you whether you did, or whether they need to provide clarification.<\/li>\r\n \t
- When giving feedback, be prepared:<\/strong> Gather factual information, be specific and make the most of the conversation by making feedback relevant to specific, observable behaviors.<\/li>\r\n \t
- Give feedback as close to the situation as possible, but not when you are upset:<\/strong> Allow time and space to rationally organize information and give the most balanced opportunities for development.<\/li>\r\n \t
- Be open:<\/strong> Active listening requires that you are receptive to what the other person has to say. Asking clarifying questions means letting go of the fear of feeling like you do not understand. Staying open to more effective communication strategies in the workplace can improve efficiency, cut down on miscommunication and misunderstandings and, best of all, resolve conflict before it even starts.<\/li>\r\n<\/ol>\r\nWhile conflict in the workplace cannot be entirely avoided and can sometimes be healthy, employing simple, effective techniques like active listening and effective feedback ensures negative and unhealthy workplace communication can be positively mitigated.\r\n\r\n
![\"how](\"https:\/\/trainingindustry.com\/content\/uploads\/2025\/07\/Summer2025_ReduceWorkplaceConflict_sidebar.jpg\")
"},{"acf_fc_layout":"social_callout","blockquote":"Feedback is a two-way street. The giver and receiver of feedback both have important roles."},{"acf_fc_layout":"content_area","wysiwyg":"
What is Active Listening?<\/h2>\r\nActive listening is not only hearing \u2014 but also understanding \u2014 what is being said by another person. In work environments where active listening is practiced, employees can feel engaged, empowered, and more willing to stay with their employer. In fact, a Salesforce found that employees who feel heard at work are 4.6 times more likely to perform their best.\r\n\r\nThere are three components of active listening:\r\n\r\n \t- Listening.<\/strong> This may seem simple, but there is a difference between hearing and listening. Hearing is just that: merely hearing what is being said. Listening is not only hearing what is being said, but also taking in the tone, the speed, the word choice and other inputs that add meaning behind the words.<\/li>\r\n \t
- Empathy.<\/strong> The next component is empathy. Understanding the speed, tone and words gives you clues on what the other person is feeling. Empathy is just that: feeling and understanding, even for a short moment, where a person is coming from.<\/li>\r\n \t
- Clarification.<\/strong> One of the biggest pitfalls of ineffective communication I\u2019ve seen in the workplace is not seeking clarification. Simply acknowledging your understanding of what the other person is saying and ensuring it is correct can go a long way toward avoiding unhealthy conflict.<\/li>\r\n<\/ol>\r\nPerhaps you\u2019ve seen this in your own organization: Someone will rattle off information, ask \u201cDoes that make sense?\u201d and the other person nods (even if they don\u2019t understand). One person thinks the information was processed and the task is being completed, the other is clueless \u2014 and probably panicking. This common scenario breeds unhealthy conflict, mismatched expectations, poor communication, and time wasted.\r\n\r\nClarification solves this issue with one quick, simple formula: \u201cWhat I hear you saying is \u2018x.\u2019 Do I have that right?\u201d\r\n\r\nContrary to what some people think, asking for clarity does not make either party seem as if they were not listening; it\u2019s quite the opposite. Taking a quick moment to understand what is being said gets everyone on the same page and work completed more efficiently.\r\n
What is Effective Feedback?<\/h2>\r\nThe next component of a communication-positive workplace is effective feedback. But first, one common myth must be dispelled:\r\n\r\nMyth:<\/strong> Feedback is \u201cconstructive criticism.\u201d\r\n\r\nFact:<\/strong> Feedback is not criticism. Feedback is merely information.\r\n\r\nThe guise of feedback being \u201cconstructive criticism\u201d is a misnomer with well-meaning intentions; the intention being that feedback will help a person grow. In fact, that is true. The issue, however, lies within the combination of the words \u201cconstructive\u201d and \u201ccriticism.\u201d Criticism rarely helps with workplace growth and development.\r\n\r\nInstead, reframe the concept.\r\n\r\nWhat feedback IS:<\/strong>\r\n\r\n \t- Merely information.<\/li>\r\n \t
- Objective, not subjective. It is not based on opinion; rather, it is based on information related to observable behaviors.<\/li>\r\n \t
- Supportive, not punitive. Remember best intentions. The goal of giving feedback is to help someone grow and develop. It is not a means to \u201cgo after\u201d someone based on a misunderstood perception of the person.<\/li>\r\n \t
- In terms of healthy communication, feedback is a two-way street. The giver and receiver of feedback both have important roles. The feedback giver provides information, but the receiver also has an opportunity to either accept or reject what\u2019s being said or ask for more clarification.<\/li>\r\n<\/ul>\r\nWhat feedback IS NOT:<\/strong>\r\n
\r\n \t- A way to demean someone.<\/li>\r\n \t
- A quick, dismissive conversation where one assumes the receiver understood exactly what was said.<\/li>\r\n \t
- A sandwich, also known as \u201ccompliment-criticism-compliment.\u201d While the intention is to soften the blow of negative feedback, it can obscure the message and opportunities for professional development.<\/li>\r\n<\/ul>\r\nCombining Active Listening and Feedback Into an Effective Conversation\r\n\r\nNow let\u2019s bring what we know about active listening and feedback together. Here are six ways to become a more effective communicator in the workplace:\r\n
\r\n \t- When you are the one communicating:<\/strong> Remember that conversations work both ways. Ensure the listener understands you by checking in.<\/li>\r\n \t
- Actively listen:<\/strong> Use your senses to understand what\u2019s being said. Listen for tone, word choice, speed of words and other clues. This leads to empathy and a deeper understanding of what the person is feeling.<\/li>\r\n \t
- When someone is communicating with you: <\/strong> State what you\u2019re hearing and ensure the other person is understood by asking, \u201cHave I got that right?\u201d They will tell you whether you did, or whether they need to provide clarification.<\/li>\r\n \t
- When giving feedback, be prepared:<\/strong> Gather factual information, be specific and make the most of the conversation by making feedback relevant to specific, observable behaviors.<\/li>\r\n \t
- Give feedback as close to the situation as possible, but not when you are upset:<\/strong> Allow time and space to rationally organize information and give the most balanced opportunities for development.<\/li>\r\n \t
- Be open:<\/strong> Active listening requires that you are receptive to what the other person has to say. Asking clarifying questions means letting go of the fear of feeling like you do not understand. Staying open to more effective communication strategies in the workplace can improve efficiency, cut down on miscommunication and misunderstandings and, best of all, resolve conflict before it even starts.<\/li>\r\n<\/ol>\r\nWhile conflict in the workplace cannot be entirely avoided and can sometimes be healthy, employing simple, effective techniques like active listening and effective feedback ensures negative and unhealthy workplace communication can be positively mitigated.\r\n\r\n"},{"acf_fc_layout":"social_callout","blockquote":"Feedback is a two-way street. The giver and receiver of feedback both have important roles."},{"acf_fc_layout":"content_area","wysiwyg":"
What is Effective Feedback?<\/h2>\r\nThe next component of a communication-positive workplace is effective feedback. But first, one common myth must be dispelled:\r\n\r\nMyth:<\/strong> Feedback is \u201cconstructive criticism.\u201d\r\n\r\nFact:<\/strong> Feedback is not criticism. Feedback is merely information.\r\n\r\nThe guise of feedback being \u201cconstructive criticism\u201d is a misnomer with well-meaning intentions; the intention being that feedback will help a person grow. In fact, that is true. The issue, however, lies within the combination of the words \u201cconstructive\u201d and \u201ccriticism.\u201d Criticism rarely helps with workplace growth and development.\r\n\r\nInstead, reframe the concept.\r\n\r\nWhat feedback IS:<\/strong>\r\n\r\n \t- Merely information.<\/li>\r\n \t
- Objective, not subjective. It is not based on opinion; rather, it is based on information related to observable behaviors.<\/li>\r\n \t
- Supportive, not punitive. Remember best intentions. The goal of giving feedback is to help someone grow and develop. It is not a means to \u201cgo after\u201d someone based on a misunderstood perception of the person.<\/li>\r\n \t
- In terms of healthy communication, feedback is a two-way street. The giver and receiver of feedback both have important roles. The feedback giver provides information, but the receiver also has an opportunity to either accept or reject what\u2019s being said or ask for more clarification.<\/li>\r\n<\/ul>\r\nWhat feedback IS NOT:<\/strong>\r\n
\r\n \t- A way to demean someone.<\/li>\r\n \t
- A quick, dismissive conversation where one assumes the receiver understood exactly what was said.<\/li>\r\n \t
- A sandwich, also known as \u201ccompliment-criticism-compliment.\u201d While the intention is to soften the blow of negative feedback, it can obscure the message and opportunities for professional development.<\/li>\r\n<\/ul>\r\nCombining Active Listening and Feedback Into an Effective Conversation\r\n\r\nNow let\u2019s bring what we know about active listening and feedback together. Here are six ways to become a more effective communicator in the workplace:\r\n
\r\n \t- When you are the one communicating:<\/strong> Remember that conversations work both ways. Ensure the listener understands you by checking in.<\/li>\r\n \t
- Actively listen:<\/strong> Use your senses to understand what\u2019s being said. Listen for tone, word choice, speed of words and other clues. This leads to empathy and a deeper understanding of what the person is feeling.<\/li>\r\n \t
- When someone is communicating with you: <\/strong> State what you\u2019re hearing and ensure the other person is understood by asking, \u201cHave I got that right?\u201d They will tell you whether you did, or whether they need to provide clarification.<\/li>\r\n \t
- When giving feedback, be prepared:<\/strong> Gather factual information, be specific and make the most of the conversation by making feedback relevant to specific, observable behaviors.<\/li>\r\n \t
- Give feedback as close to the situation as possible, but not when you are upset:<\/strong> Allow time and space to rationally organize information and give the most balanced opportunities for development.<\/li>\r\n \t
- Be open:<\/strong> Active listening requires that you are receptive to what the other person has to say. Asking clarifying questions means letting go of the fear of feeling like you do not understand. Staying open to more effective communication strategies in the workplace can improve efficiency, cut down on miscommunication and misunderstandings and, best of all, resolve conflict before it even starts.<\/li>\r\n<\/ol>\r\nWhile conflict in the workplace cannot be entirely avoided and can sometimes be healthy, employing simple, effective techniques like active listening and effective feedback ensures negative and unhealthy workplace communication can be positively mitigated.\r\n\r\n"},{"acf_fc_layout":"social_callout","blockquote":"Feedback is a two-way street. The giver and receiver of feedback both have important roles."},{"acf_fc_layout":"content_area","wysiwyg":"
- \r\n \t
- A way to demean someone.<\/li>\r\n \t
- A quick, dismissive conversation where one assumes the receiver understood exactly what was said.<\/li>\r\n \t
- A sandwich, also known as \u201ccompliment-criticism-compliment.\u201d While the intention is to soften the blow of negative feedback, it can obscure the message and opportunities for professional development.<\/li>\r\n<\/ul>\r\nCombining Active Listening and Feedback Into an Effective Conversation\r\n\r\nNow let\u2019s bring what we know about active listening and feedback together. Here are six ways to become a more effective communicator in the workplace:\r\n
- \r\n \t
- When you are the one communicating:<\/strong> Remember that conversations work both ways. Ensure the listener understands you by checking in.<\/li>\r\n \t
- Actively listen:<\/strong> Use your senses to understand what\u2019s being said. Listen for tone, word choice, speed of words and other clues. This leads to empathy and a deeper understanding of what the person is feeling.<\/li>\r\n \t
- When someone is communicating with you: <\/strong> State what you\u2019re hearing and ensure the other person is understood by asking, \u201cHave I got that right?\u201d They will tell you whether you did, or whether they need to provide clarification.<\/li>\r\n \t
- When giving feedback, be prepared:<\/strong> Gather factual information, be specific and make the most of the conversation by making feedback relevant to specific, observable behaviors.<\/li>\r\n \t
- Give feedback as close to the situation as possible, but not when you are upset:<\/strong> Allow time and space to rationally organize information and give the most balanced opportunities for development.<\/li>\r\n \t
- Be open:<\/strong> Active listening requires that you are receptive to what the other person has to say. Asking clarifying questions means letting go of the fear of feeling like you do not understand. Staying open to more effective communication strategies in the workplace can improve efficiency, cut down on miscommunication and misunderstandings and, best of all, resolve conflict before it even starts.<\/li>\r\n<\/ol>\r\nWhile conflict in the workplace cannot be entirely avoided and can sometimes be healthy, employing simple, effective techniques like active listening and effective feedback ensures negative and unhealthy workplace communication can be positively mitigated.\r\n\r\n
"},{"acf_fc_layout":"social_callout","blockquote":"Feedback is a two-way street. The giver and receiver of feedback both have important roles."},{"acf_fc_layout":"content_area","wysiwyg":" - Actively listen:<\/strong> Use your senses to understand what\u2019s being said. Listen for tone, word choice, speed of words and other clues. This leads to empathy and a deeper understanding of what the person is feeling.<\/li>\r\n \t
- When you are the one communicating:<\/strong> Remember that conversations work both ways. Ensure the listener understands you by checking in.<\/li>\r\n \t