This article summarizes the need for HR leaders to take proactive measures to build connection and psychological safety in the workplace. This article highlights three strategies that can help teams become healthier and more resilient: Increase self-awareness, perspective-taking and self-acceptance. Reframe the fixed mindset and empower your employees to take action. 3. Facilitation training for managers can help them to lead difficult conversations. These approaches work together to build empathy, improve communications and reduce the emotional impact of conflict in a world that is increasingly disconnected.
Many HR experts have noticed that in the past five years an increasing number employees are feeling ‘disconnected at work’. Many offices that were once hubs of collaboration and social interaction are now only partially occupied. Vivek M. Murthy, 19 th US surgeon general, had observed, even before the Covid-19 outbreak, that social isolation was a serious public health crisis.
We can see this in the workplaces of today. Gallup’s State of the Nation Global Workforce Report 2024 shows that a quarter of remote workers report daily feelings of loneliness and/or isolation.
The rise of social isolation coincides with another trend that is equally alarming: the increase in workplace conflict. Both are linked: workplace conflict can lead to feelings of loneliness, while isolation can also increase workplace conflict. Both have a negative impact on the mental health of employees across the organisation.
Do we have a perfect hurricane on our hands? Not necessarily. There are many things employers can do to support employees in navigating conflict, building stronger relationships at work and supporting a healthier workplace for all.
Disconnection, technology and conflict
Our increasing reliance on digital communications is a major factor in disconnection. Our comments are more easily misinterpreted when we communicate electronically. We can misinterpret emails and messages because of the directness of our communication. These miscommunications snowball over time, causing relationships to be strained and workplace conflict to increase.
Employees can explore their conflict narratives through awareness training.
Emotional resilience is reduced by a decline in emotional intelligence (EQ).
A notable drop in emotional Intelligence (EQ) across the workforce is another factor. Since the peak of the pandemic in 2009, has declined dramatically. This has affected employee resilience and emotional health.
According to Ipsos’s 2023 global happiness report, ‘happiness’ in Western countries declined 13% from 2022 to 2023. Our ability to resolve conflict in a constructive manner decreases as our EQ drops. When we encounter a conflict with a coworker, we are more likely to lose patience, stay calm and respond in a constructive manner.
How can HR handle workplace conflict?
Conflict management is a skill which can be learned. Leaders must identify isolated workers, support them and intervene early. Mental health awareness has been raised through UK-wide initiatives such as Mental Health Awareness Week. Managers must also be able to recognize subtle mood changes, communication patterns or signs of conflict and loneliness.
It is important to find ways for managers and employees to gain skills and confidence to deal with difficult issues. By investing money in conflict resolution, organisations can empower their managers to resolve issues earlier, improve communication, and build stronger relationships.
Practical strategies include the following:
| Strategy One | Self-awareness, perspective-taking and self-reflection |
| Strategy two | Explore your options in workplace conflict |
| Strategy Three | Facilitation skills for managers |
Strategie one: self-awareness, perspective-taking
Employees can explore their conflict narratives, which are the beliefs and assumptions they bring into their interactions with other people.
Encourage your employees to explore different perspectives and approach problems with curiosity, rather than criticism. It will help them to gain clarity and interact more constructively with colleagues, even when tensions arise in their work relationships.
The second strategy: Exploring options in workplace conflict
Conflicted people tend to adopt a fixed mentality and feel trapped. They often blame the other person for the breakdown of the relationship. They feel that their options are limited, leading them to feel helpless and out of control.
There are many choices for us. training can help employees to reframe their thoughts and see the choices available.
Leaders are beginning to understand the connection between poor mental health, isolation and workplace conflict.
Strategie three: Empower managers with facilitation abilities
Managers are key in creating an environment that is positive and encouraging healthy team communication.
Consider offering facilitation conversations training to help your managers develop the skills needed to be workplace mediators. They can also implement a structured approach that will support their team when they are dealing with conflict. This training gives managers the tools, awareness and confidence they need to deal with issues within their teams.
Self-management conflict: Final thoughts
Leaders are beginning to understand the connection between poor mental health, isolation and conflict at work. Organisations should encourage workers to build relationships through face-to-face communication or video, instead of relying solely on technology.
One solution is to give employees the tools they need to communicate, connect and resolve issues confidently – even without HR’s support. This will foster connections, forge trust and build stronger teams.
Additional Resources
Discover more practical tools and insights to help you improve your workplace communication, connection and conflict resolution:
