Managing tension at work

In any workplace, there are different people with different roles, priorities and personalities, so it's almost inevitable that conflict will arise from time to time.

The result can mean that the workplace is less productive and less enjoyable, and on a personal level, tensions can become distracting and destructive. By gaining some insight into what is happening, we are in a better position to progress towards conflict resolution and a more harmonious work environment.

Try looking at things from the other's point of view

Whereas you may not like the way a person behaves in the workplace, try to think about their perspective and what they may be trying to achieve.

What might be influencing their behaviour? How would you respond if you were in their shoes?

A little insight can help you approach them in a more understanding rather than confrontational way.

You don't have to agree with what they do to appreciate a different perspective.

Do others have similar experiences?

Perhaps colleagues have experienced similar issues with the person you find less easy to get on with. How do they manage the situation?

Explain your view and ask how they would respond. Be mindful that the aim is to gain perspective rather than create divisions or encourage gossip.

Do both sides agree there is tension?

Do they both agree on what it's about?

Take the first step and arrange to talk to the other person at a time and place that suits you both.

In having the opportunity to give your views, you need to ensure your colleague can respond with their thoughts too.

It may simply be a case of a misunderstanding or inaccurate assumptions.

Alternatively, you may both have different pressures and priorities. If that is the case, a discussion will help you both appreciate the other's position.

Sometimes personalities clash

If you find that you simply rub each other up the wrong way, then it doesn't harm to acknowledge that.

You can still have a reasoned conversation, and you may be able to identify practical measures you can both agree to take to avoid future clashes.

This may mean compromises on both sides, and if you can take the first step, you may well find the other person reciprocates.

Do you need to change?

In all of this, you may recognise elements in your own behaviour that are unhelpful.

Nobody's perfect, so be honest with yourself and seriously consider how you could change your approach to help improve the situation.

If it leads to a more harmonious and positive place of work, helping everyone to do their job more effectively, then it will be worth it.