Conflict rarely happens “out of nowhere.”

There’s usually an underlying cause, or several, that build up over time.

By understanding what drives conflict, we can deal with the root of the problem rather than just the surface disagreement.

1. Differences in Communication Style

We all have our own way of expressing ourselves.

Some people are direct, others are more cautious.

When these styles clash, it can lead to misunderstanding. For example, someone who speaks plainly might come across as rude to someone who prefers a softer approach  even if that wasn’t their intention.

Tip: Learn to listen actively, check understanding, and use language that shows respect.

2. Personality Clashes

No two people think or behave exactly the same way.

Sometimes personalities simply don’t mix.

One person may be energetic and fast-paced, while another is calm and methodical.

If these differences aren’t recognised and respected, frustration can grow.

Tip: Focus on shared goals rather than personal traits. Appreciate what each style brings to the team.

3. Workload and Pressure

Tight deadlines, long hours or unclear priorities can make people short-tempered.

Stress doesn’t cause conflict by itself, but it lowers our patience and tolerance.

When people are tired or overwhelmed, even small issues can feel much bigger.

Tip: Encourage open conversations about workload and support before frustration boils over.

4. Roles and Responsibilities

Conflict often arises when people aren’t sure who is responsible for what.

Overlapping duties, lack of clarity, or feeling that someone isn’t “pulling their weight” can all create tension.

Tip: Clear job descriptions and open communication help avoid confusion.

5. Values and Beliefs

We each bring our own experiences, beliefs and expectations to work.

Sometimes these differences in values can lead to conflict especially if someone feels their principles or identity are being challenged or disrespected.

Tip: Treat everyone fairly and create a culture where it’s safe to be yourself.

6. Poor Leadership or Unclear Policies

If managers avoid dealing with conflict or apply rules inconsistently, it sends mixed messages.

People may feel that behaviour problems are ignored, or that certain team members get special treatment.

Tip: Consistent leadership, fair policies and good role modelling set the tone for everyone.

7. Change and Uncertainty

Restructures, new systems, or leadership changes can all create anxiety.

When people feel unsure about their future, they can become defensive or resistant.

Tip: Keep communication open and involve people in changes where possible.

In Summary

Conflict is often a symptom of deeper issues unclear communication, stress, confusion, or unmet needs.
Understanding why conflict happens is the first step to resolving it.

When we recognise these causes early, we can respond with empathy, clarity and confidence before things escalate.