A new study out of Sweden and Norway confirms what HR professionals have long known: effective conflict management plays a vital role in preventing workplace bullying and protecting employee wellbeing.
Over a three-and-a-half-year period, researchers tracked more than 1,000 employees across four organisations, analysing how well their employers managed conflict and how that affected incidents of bullying and psychological harm. Their findings offer valuable, evidence-based insights for employers world-wide aiming to create safer, more respectful working environments.
The Study in Brief
The concept at the centre of the research was an organisation’s Conflict Management Climate (CMC) – essentially, how much employees trust that workplace conflict will be addressed quickly, fairly, and consistently.
The researchers found that organisations with strong CMCs had significantly lower levels of bullying. In these workplaces, employees believed that issues would be dealt with constructively, leading to:
- Reduced interpersonal tension;
- Early resolution of disputes;
- Fewer incidents of repeat or targeted mistreatment;
Increased confidence in leadership.
Over the course of the study, bullying behaviours actually declined in workplaces with higher CMC scores, demonstrating the lasting value of investing in effective conflict resolution strategies.
Key Lessons for Employers and Managers
How Trust Impacts Conflict Outcomes
- A Culture of Conflict Avoidance Can Be Risky
Avoiding or delaying conflict resolution allows problems to fester. This opens the door to toxic dynamics, resentment, and power imbalances-often precursors to bullying. - Employees Must Trust the System
Simply having policies is not enough. Employees must see them applied fairly, and know they can raise concerns without fear of retaliation or inaction. - Managers Are Critical Players
Leaders should be trained and held accountable for managing conflict constructively. Unchecked behaviours by managers (or their silence) can erode trust quickly. - Conflict Management Should Be Proactive, Not Reactive
Addressing issues early-before they escalate-significantly reduces the risk of formal grievances, bullying complaints, and psychological harm claims. - A Broader Approach Is Essential
While good conflict management is vital, it must be paired with healthy workloads, supportive leadership, and regular workplace culture assessments.
What Can Employers Do?
To build a positive conflict management climate, the researchers recommend:
- Formal anti-bullying and anti-harassment policies that are regularly reviewed and promoted;
- Structured training for managers and employees on managing workplace conflict;
- Clear mediation and resolution pathways, including early intervention mechanisms;
- Support systems for bystanders, enabling safe reporting of observed misconduct;
- Incorporating conflict management into leadership KPIs and performance reviews;
- Regular workplace climate assessments to identify risks and measure progress.
How Strategic HR Australia Can Help
At Strategic HR Australia, we pride ourselves on helping businesses embed fair, proactive conflict resolution frameworks into their culture and daily operations.
Our services include:
- Development and implementation of bespoke conflict resolution policies;
- Training for leaders and employees in conflict resolution, anti-bullying, and respectful workplace conduct;
- Independent facilitation or mediation to manage interpersonal disputes early and constructively;
- Workplace and culture reviews to assess conflict risk and employee perceptions;
- Coaching for managers on handling difficult conversations and team dynamics;
Strategic Best Practice HR Audits to ensure alignment with Fair Work Act obligations and psychological safety expectations.
Whether you’re looking to build a safer workplace, reduce staff turnover, or simply strengthen your leadership capability, Strategic HR Australia can partner with you to turn conflict into constructive outcomes.
Get in touch today to learn how we can support your business.
