Problem – The Impact of Conflicts
Let's be honest for a moment:
- Have you ever picked up a work call with a stomach ache?
- Or had to miss a baptism, graduation, or family movie night because you had to work for your colleagues even on weekends?
- Does it worry you that despite you and your team working overtime, revenue keeps declining?
- Does it annoy you that 2-3 of your subordinates constantly compete with each other, negatively affecting the whole team's morale?
Then take action in time. Because conflicts don’t start when someone is already shouting. That’s just the tip of the iceberg — the final phase when helplessness and frustration break out. And loudly so.
These unspoken, hidden internal tensions are like illnesses. They can knock you off your feet in an instant.
For example, a sharp cramp in your calf is a very painful symptom that might indicate magnesium deficiency or even a sign of thrombosis. However, how you handle them and whether you even uncover the root cause matters a lot.
Effects of Workplace Conflicts
Increased turnover
Conflicts cause employees to leave their jobs more often, especially if they are under constant stress, heavy workloads, or feel treated unfairly. This increases recruitment and training costs, and when experienced colleagues leave, the loss of expertise can cause further problems. Additionally, during the recruitment of new employees, existing staff bear more tasks, which can further fuel internal tensions.
Deterioration of team dynamics
Conflicts breed distrust and hostility among coworkers. This can hinder effective collaboration, lower morale, and lead to cliques. Sometimes these are professional disagreements, other times battles of ego. One thing is certain: when the team pulls apart instead of working toward a common goal, it impacts not only turnover but also revenue.
Decreased productivity
Constant tension and disputes distract from work, reducing individual and group performance. For example, one American study found that managing conflicts can take up to 5 hours per week for an HR position. As a result, those involved become less motivated and creative, affecting innovation and business outcomes.
Quiet quitting
As noted in a Harvard University study, quiet quitting is a workplace phenomenon where an employee only performs tasks specified in their contract and refuses to make extra efforts, work overtime, or take on tasks beyond their job description.
This doesn’t mean the employee actually resigns but rather mentally and emotionally distances themselves from their job and does no more than absolutely necessary. Often, this happens in response to improving work-life balance or avoiding burnout.
Various reasons lie behind quiet quitting, such as:
- Low recognition or pay – when someone feels they are not fairly compensated for extra work.
- Workplace burnout – prolonged overload can lead to loss of motivation.
- Poor leadership or work culture – if employers don’t value employees or set unrealistic expectations.
- Generational differences – especially among younger workers who prioritize life outside work more.
Quiet quitting poses a challenge for employers because it is harder to detect than traditional resignation and can reduce company performance in the long term. The solution usually involves better communication, recognition, and creating a supportive workplace environment.
Solution – Our Method
Our motto: Focus on prevention, not firefighting.
Conflict is a state when two or more parties—individuals, groups, or organizations—experience tension due to differences in interests, values, needs, goals, or opinions. These differences can lead to minor disagreements or serious clashes. Conflicts are a natural part of human relationships, social life, and workplace experiences, since everyone has different backgrounds, needs, and expectations.
In this spirit, we developed our unique, scientifically grounded development program, the Thriving Beyond Conflict® method. The method focuses on strategic conflict prevention but also emphasizes conflict resolution through mediation.
Thriving Beyond Conflict® represents a real mindset shift and unique value innovation on the market. It is a long-term process that reveals how much trust damage is caused by hidden and less hidden conflicts in your company and how to restore it. So that your company becomes a place where revenue grows and employees are happy to come to work, with hundreds of applicants for job openings.
What problems does Thriving Beyond Conflict® solve?
- Building trust and changing corporate culture: One of the main values of the methodology is increasing trust within the organization, leading to greater efficiency and a better work environment.
- Reducing turnover: By effectively managing employee conflicts, employee attrition decreases, resulting in a more stable workforce in the long term.
- Increasing efficiency: As a result of the development program series, employees and leaders cooperate better, spend less time on personal conflicts, and can focus more energy on productivity.
- Conflict-free environment: Creating a balanced, well-functioning workplace where conflicts are not avoided but managed, increasing satisfaction and loyalty.
- Restoring trust breaches: The service addresses organizational trust deficits, which play an important role in long-term success.
The Thriving Beyond Conflict® method provides leaders and organizations with an identity based on trust, consistency, and agility to adapt quickly to changes.
Our unique methodology steps – how we work
- Survey: The first step is always an in-depth interview aimed at identifying hidden conflicts. Complete confidentiality is guaranteed.
- Consultation: After evaluating the results and uncovering conflicts, we hold a consultation to develop individual and organizational conflict strategies.
- Workshop & Training: Preparing leaders and teams with a focus on conflict prevention and resolution strategies.
- Follow-up: Establishing embedded conflict management routines and monitoring their effectiveness over time.
There are various strategies for handling conflicts, such as compromise, collaboration, or competition. The most effective method depends on the type of conflict and the participants’ attitudes.
Thriving Beyond Conflict® is a process spanning several months that results in a competitive, efficient, harmonious organizational culture that embraces and properly manages conflicts.
You have strategies for every other business process – why not for conflicts?
Try the conflict map