Workplace conflict can become harder to resolve when assumptions about intent replace specific examples. Focus first on what happened, how it affected the work, and what you would like to change.
Prepare the conversation
- Choose a recent, concrete example rather than a list of old grievances.
- Explain the impact on delivery, quality, communication, or your ability to contribute.
- Make a specific request and ask how the other person sees the situation.
Know when to use another channel
If a direct conversation feels unsafe or the issue involves harassment, discrimination, retaliation, or threats, use the appropriate manager, people team, or formal reporting process.
Keep notes factual and confidential. A resolution should be judged by changed behavior or an agreed next step, not by whether one person wins the argument.