According to the CIPD Good Work Index 2024, workplace conflict significantly impacts job quality for around eight million UK workers, affecting their job satisfaction, mental, and physical health.
- 25% of UK workers experienced workplace conflict in the past year, with common issues being verbal abuse, heated arguments, and discriminatory behaviour.
- Those experiencing conflict report lower job satisfaction and a higher likelihood of leaving their jobs, with 33% considering departure compared to 16% of those without conflict.
- The CIPD recommends employers focus on line management training to address causes of conflict like poor management and excessive workloads.
- Survey results highlight that unresolved conflict often stems from a lack of trust in leadership and insufficient confidence to address issues constructively.
The CIPD Good Work Index 2024 reveals a concerning picture of workplace conflict affecting an estimated eight million UK employees. This conflict is closely tied to reduced job satisfaction and poorer mental and physical health. Among those surveyed, 25% reported experiencing some form of conflict within the past year. Predominant issues included being undermined or humiliated, shouted at, or subjected to discriminatory behaviour.
Employees reporting conflict exhibited significantly lower job satisfaction, with only 54% expressing contentment compared to 77% of those without conflict. The likelihood of these individuals leaving their positions within the next year doubles, with 33% considering a job change versus 16% of staff not experiencing conflict. Moreover, confidence in leadership integrity and managerial competence is notably diminished among those impacted by conflict.
In response, the CIPD advocates for enhanced line management training to mitigate these troubling trends. Addressing fundamental issues such as poor management practices and excessive workloads is essential. The CIPD stresses the importance of constructing supportive and inclusive work environments to preemptively manage and resolve conflicts before they exacerbate.
Data from the survey shows that only 42% of employees involved in conflict felt generally exhausted, a stark contrast to 18% of their counterparts without such experiences. Pressure is also a significant concern, noted by 37% of those involved in disputes compared to 15% who did not face conflict.
The survey also uncovers a reluctance among employees to escalate conflict, with 47% opting to ‘let it go.’ This trend suggests a potential lack of confidence in management to address these issues effectively. Consequently, encouraging open and supportive environments, where employee voices are heard, becomes crucial.
CIPD’s findings underscore the urgent need for comprehensive management reform to enhance workplace harmony and employee well-being.
