Conflict perception varies by role

The way people see conflict in their workplace depends on whether they are in management or part of the workforce. In 2023, 9% of organizations with employee representatives described their social climate as "rather tense" or "tense," while 33% of employee representatives shared that view.

Individual tensions persist

Despite a decline in collective work stoppages, individual tensions remain common in companies. According to the DARES, 67% of private non-agricultural establishments with more than 10 employees experienced at least one individual conflict between 2020 and 2022, a proportion similar to that seen between 2014 and 2016.

Managers struggle with conflict management

A 2026 survey by Anact and Malakoff Humanis found that 50% of managers reported difficulties managing workplace tensions, and 83% said they wanted more time, methods, and tools to address team challenges. Relying on internal resources first and only seeking external help when conflicts worsen can risk damaging relationships.

Clear rules and roles are essential

According to the international study "Conflict at Work" by The Myers-Briggs Company (2022), poor communication is the most common cause of workplace conflict, cited by 47% of respondents, followed by unclear role definitions (42%). Organizations must provide standardized role sheets that outline each person's responsibilities, decision-making authority, and success indicators, which should be reviewed annually.

Communication of rules and roles

Organizations can implement two key principles to improve communication about rules and roles. One is a regular synchronization ritual in the CODIR to review and communicate changes. The other is an explicit principle of subsidiarity, where employees know to whom they should refer if they have doubts about their responsibilities.

External mediation as a tool

The use of external mediators raises questions about whether they should only be brought in when conflicts become unmanageable or if they can be part of routine conflict prevention. In one case, a mediator helped resolve a long-standing conflict between a director and a manager, revealing how earlier intervention could have prevented the breakdown of their working relationship.

Mediation's role in conflict resolution

External mediation is not a universal solution but can be an effective tool for prevention and regulation when given a clear place in an organization. It does not replace the employer's responsibility to prevent conflicts or handle situations like harassment or safety threats. During Mediation Week 2026, Mediation Week 2026 featured daily publications exploring mediation’s role in various contexts, from intellectual property to end-of-life support.

Mediation's growing recognition

The series highlighted how mediation can address situations where standard solutions fall short. It emphasized the importance of understanding mediation's potential without expecting it to solve all problems. Through their contributions, members of the association encouraged a broader conversation about mediation’s practice and recognition.