Focusing on line management training to reduce workplace conflict.

The CIPD Good Work Index for 2024 shows the detrimental effect workplace conflict has on overall job quality, with employees involved in almost half of cases, choosing not to escalate the issue or discuss it.

The report, which surveyed over 5,000 UK workers, shows that 25% of UK employees, experienced workplace conflict in the past year with the most common types of conflict being humiliated or undermined 48%, being shouted at or having a heated argument 35%, verbal abuse or insult 34% and discriminatory behaviour 20%.  Only 54% of those who reported conflict said they were satisfied with their job with employees who experienced conflict being twice as likely to say they would leave their job in the following year.

The most common response from employees to conflict, was simply to “let it go” 47% followed by having a discussion with a manager and/or HR 29%, having informal discussions, either with someone outside work such as family or friends 21% or with the other person involved 17%. Very few, 1%, took the case to an employment tribunal.

These figures would all seem to suggest a lack of confidence in the ability of senior leaders to address these issues constructively and the CIPD is now calling for an increased focus on line management training as a way to maintain a productive and positive work environment.

To facilitate this, it’s essential managers can access training that provides them with the conflict management skills that empowers them to handle disputes independently and effectively. They also need to be able to pinpoint and deal with the underlying causes of conflict such as excessive workloads and exhaustion and develop an open and supportive work environment where they feel empowered to have difficult conversations.

Managers need the ability to inspire and motivate their teams and foster a positive culture that minimises conflict and focuses on team cohesion and shared goals that pre-empt and resolve conflict. Additionally, continuous professional development is required to help employees to feel valued and reduce career progression and job satisfaction conflict.

Line management and workplace conflict are critical aspects of organisational dynamics with effective line management being essential in preventing and resolving workplace conflicts and ensuring a productive and harmonious work environment. By addressing conflict through the strategies and policies they implement, communication practices, workplace culture and training initiatives, leaders can prevent conflicts or resolve them efficiently when they arise, even turning them into opportunities for growth and improvement.

Training and development – just as important for older workers

With the UK government making plans to try to attract the over 50’s back to the workplace, it’s essential that businesses are ready to give older workers more training and development opportunities.

The UK chancellor Jeremy Hunt recently stated there are currently 6.6 million “economically inactive” people in the UK, with one million of those aged between 50 and 64. Whilst getting some of these people back into the workforce may well help reduce the current number of vacancies, a large number of the over 50’s already in the workforce are suffering a form of ageism through a lack of training and development opportunities.

Ceridian’s 2023 Pulse of Talent survey shows that as a worker’s age increases, their chances for workplace learning and development opportunities decreases with 31% of respondents aged 45 – 54 and 54% of those aged 65+ saying they hadn’t received any such opportunities over the last year.

Although employers often assume it’s more important to invest financially in training younger staff, on average older workers stay in their jobs longer which provides an extended period for employers to see a return on the initial cost of training. Additionally, many older workers require training that builds on their existing skill set and this can considerably improve the productivity of experienced staff. There is also the loss of a vast amount of information, both technical and organsiational, that older workers possess so it's a huge missed opportunity if their knowledge and experience isn’t passed on.

There are significant returns for companies that invest in growth opportunities for older employees. These can include greater productivity, higher engagement, and less customer turnover through the stronger business relationships older workers often build. The key to achieving this is to have an inclusive approach that makes the most of training resources and having employees of all ages participating fully in the appraisal programme.

No matter what their age, all employees require learning and development opportunities throughout their working life. As the population’s median age increases so too will the average working life. Its therefore essential that older workers are supported and encouraged to stay in the workforce for their personal growth and for the organisation's success.