Whether it's tension around scheduling, personality differences, or breakdowns in communication between departments, it's not the presence of conflict that defines a workplace—but how it's handled. According to a 2024 SHRM study, one in three U.S. workers believes workplace conflict will increase over the next year. Conflict in the workplace is unavoidable, but when handled well, it can be a catalyst for growth—while ignoring or mishandling it can quickly turn it into a source of division. In fast-paced environments like manufacturing, where teamwork and timing matter most, it's important to approach challenges with clarity and collaboration. While the root causes of conflict may differ, many of the solutions rely on the same foundation: honest conversation, empathy, and a shared commitment to making things better.
Shift Coverage/Scheduling
One of the most common workplace challenges involves managing shift coverage and overtime assignments. Employees may feel frustration when they are scheduled more frequently than others or expected to work extra hours while their peers are not. These feelings often stem not from laziness or unwillingness to help, but from a sense of unfairness. For employees, the best first step is to communicate directly with a manager—voicing concerns with respect and curiosity, not accusation. For leadership, transparency is key. Creating a rotating overtime schedule or a volunteer sign-up system can ensure that expectations are shared fairly and clearly across the team.
Personality Clashes
Another source of conflict comes from personality clashes. Not everyone brings the same energy, communication style, or work pace to the job. This difference can be productive, or it can create tension. When it does, resolution starts with a conversation. Encouraging team members to talk openly can help both parties reframe the issue. Focusing on shared goals and practicing mutual respect is essential. Tools like Predictive Index (PI) assessments can also provide helpful insight into how team members prefer to work and communicate, helping to build stronger collaboration through better understanding.
Misunderstandings Between Departments
Misunderstandings between departments also cause friction, especially when employees assume that other teams aren’t working as hard or are causing delays. For example, a production team may feel that quality control is holding things up unnecessarily, while the quality team may feel unsupported or overlooked. The solution? Cross-department meetings and conversations. Bringing teams together to explain their roles, responsibilities, and challenges—alongside key performance metrics—helps build respect. Cross-training employees between departments can also break down silos and foster empathy.
New Ideas vs. Veteran Processes
Another common challenge arises when newer employees bring in fresh ideas that clash with long-standing methods. While innovation is essential, it can sometimes feel like a threat to those who’ve been doing the job for years. For newer team members, the key is to present suggestions thoughtfully, backed with data or examples, and to remain open to feedback. For leadership, it’s important to welcome ideas without devaluing experience. Often, the best processes come from a blend of new thinking and institutional knowledge.
Recognition & Appreciation Gaps
Recognition—or the lack of it—can also be a major driver of workplace conflict. Employees who feel their efforts go unnoticed may become disengaged or resentful. This doesn’t always require big bonuses or promotions. A simple thank-you or public acknowledgment can have a big impact. Leaders can set the tone by offering both formal and informal recognition regularly, celebrating small wins, and making appreciation part of the culture. Peer-to-peer shoutouts can also go a long way, especially in fast-paced environments. And if you are someone who feels overlooked, don’t wait—be the change. Propose a recognition system, bring the idea to your manager, and model the behavior by recognizing others.
Ultimately, every workplace will face tension from time to time. The question is whether to let those gaps grow wider or lean into discomfort and talk about things. By choosing conversation over confrontation, and collaboration over assumption, teams can not only resolve conflict but come out stronger on the other side.