Customization to Support Your Culture
Ethics and Compliance
Conflict happens — even in the best workplaces.
But when tensions go unchecked, they can derail teamwork, erode culture and in some cases, spark safety risks or even violence.
A study by CPP Inc, estimates unresolved conflicts cost employers over $350 billion every year in lost productivity, absenteeism, turnover and legal expenses.
In office settings, lingering disputes can fuel disengagement and drive good employees to quit. On the factory floor, a disagreement near heavy equipment doesn’t just hurt morale — it can create dangerous conditions and increase the risk of accidents.
Research shows employees spend nearly three hours every week dealing with conflict instead of doing their jobs. Multiply that across your workforce, and it adds up to more than a full workweek lost per person, per year. The average workplace conflict costs about $2,000 per incident, which is an expense most organizations never plan for.
Younger workers tend to feel less confident navigating tense situations. Traliant’s 2025 Workplace Violence Survey Report found only 41% of Gen Z and 47% of Millennials feel confident in their de-escalation skills, compared to 58% of Boomers and 54% of Gen X. This confidence gap signals that younger employees need more support and training to build these essential skills.
What Effective De-Escalation Training Looks Like
De-escalation training isn’t just for frontline employees who interact with customers — it’s just as valuable for resolving conflicts between co-workers, whether across cubicles or assembly lines. The right program gives employees tools to spot conflict early and defuse it before it spirals.
Awareness and early detection teach employees how to recognize red flags, like raised voices, sarcasm, tense body language or stress triggers (deadlines, delayed shifts).
Communication and framing use techniques like reflective listening, neutral phrasing and empathy. For example, language like “I see why this is frustrating. How can we solve it together?” can shift arguments into problem-solving mode.
Self-regulation tactics like pausing before responding or taking a brief time-out help employees stay calm under pressure.
Role-play scenarios — from an office disagreement during a performance review to a factory dispute over equipment — enable employees to practice realistic situations to make new skills stick.
Clear escalation protocols help employees know when it’s time to involve a supervisor or HR instead of letting issues fester.
Post-conflict recovery helps rebuild relationships after an argument ends.
Equipping your workforce with these skills is a proactive step toward building a safer, healthier workplace. It reduces stress, strengthens teamwork and psychological safety and keeps employees focused on doing their best work, instead of managing conflict. It can also help control costs by reducing absenteeism and turnover, and in jurisdictions with workplace violence prevention requirements, it shows proactive compliance.
