Conflict Management in Remote Work

Crédit : Visuallys / Jonathan Burgstaller

5 Direct Conflict Management Strategies

What could be more frustrating than a Teams notification from your colleague at 4:50 PM, suddenly "waking up" and wanting to talk just as you've picked up your child from school...

Remote work has democratized asynchronous communication channels and instant messaging platforms like Teams or Slack. Workplace relational dynamics have been redefined, with their pros and cons.

Where we once resolved misunderstandings around the coffee machine, today our phones continuously notify us of messages that expect an immediate response. These messages, delivered in just a few characters, can often open the door to multiple interpretations.

Stress + messaging communication = a breeding ground for conflict

We’re all familiar with workplace disagreements. However, when tensions exist—whether open or latent—written and asynchronous communication tends to amplify the issue.

There are five direct conflict management strategies: accommodation, collaboration, compromise, avoidance, and confrontation.

In the case of remote work conflicts, avoidance is often the preferred solution. Avoidance is a "quick and easy" option with many advantages, especially if the relationship with the other person holds little value to you. In a professional setting, though, it often proves unsustainable in the long term, particularly if the other party is a team member who doesn't plan to change roles anytime soon.

These situations are obviously problematic for those who experience them, carrying a heavy emotional burden that, in extreme cases, can lead to burnout. It's also an issue for companies, which must deal with the fallout of conflicts—often resulting in the creation of silos within teams, a loss of efficiency, and a lack of collaboration that impacts overall performance.

How do you move away from an avoidance strategy?

First, it's important to note that no single strategy is inherently better than another. Each has its advantages and disadvantages.

To find the strategy that best meets your needs, it's crucial to identify the level of importance you place on the relationship with the other person and the project that connects you. Below is a table that may inspire you.

Once you've identified your approach, you'll need to develop your action plan. Present your points constructively, define your communication channel (please, not through messaging), and adapt to the other person's willingness to listen (not easy when you're polarized and have lost trust).

And if it doesn't work?

Depending on your situation, direct conflict management strategies may not be effective or may not yield the desired results within the expected timeframe. In such cases, you can turn to a third party who acts as a mediator or arbitrator. This could be a colleague, your supervisor, or another trusted individual.

The key to success? Good preparation

Conflict is always associated with a heavy emotional burden. Writing down your objectives and determining a margin for negotiation, along with alternative scenarios, will help you approach negotiations calmly, distinguish between facts and emotions, and avoid feeling destabilized during discussions.

Ready to take action?

Article written by Maé Ustarroz

Management and Communication Specialist

Founder of Pangea Strategy