Can Unresolved Workplace Conflict Impact Employees Mental Health?
Author: Michelle Phaneuf
In the current workplace, conflict is often seen as an inevitable part of team dynamics. Differences in opinions, personalities, and work styles can lead to disagreements that, if not resolved, can fester and grow. While conflict itself can be productive and lead to constructive outcomes, unresolved or unproductive conflict can negatively impact mental health and the workplace environment.
Conflict can arise from various sources, including miscommunication, differing values, competition for resources, or personal issues. When handled appropriately, conflict can foster creativity and innovation. However, when left unresolved, it can shift to a toxic environment that adversely affects employees’ mental health in some of the following ways;
- Increase Stress and Anxiety
One of the most immediate impacts of unresolved conflict is increased stress and anxiety within and among employees. Tension can create a cloud of unease in the workplace, making it difficult to concentrate on tasks. Employees may find themselves ruminating over conflicts rather than focusing on their work, leading to a decrease in productivity. Research indicates that chronic stress, particularly in the workplace, can lead to severe mental health issues such as anxiety disorders and depression. - Weaken Connections
In a workplace where conflict remains unresolved, working relationships can become strained. Communication breakdowns occur, leading to misunderstandings and further conflict. This breakdown can create an environment of distrust, where employees feel reluctant to collaborate or share information. As interpersonal relationships deteriorate, employees may isolate themselves, compounding feelings of loneliness and alienation. - Generate Burnout
Prolonged exposure to unresolved conflict can lead to burnout—a state of emotional, physical, and mental exhaustion. Employees who feel overwhelmed by ongoing conflict may struggle to maintain a work-life balance, often carrying the burden of workplace issues into their personal lives. Symptoms of burnout include chronic fatigue, irritability, and a sense of hopelessness. - Decrease Job Satisfaction
Unresolved conflict can erode job satisfaction over time. When employees feel trapped in a hostile work environment, their enthusiasm and commitment fades. This can lead to a cycle of disengagement, where the individual’s lack of motivation negatively impacts their performance and relationships with colleagues. The resulting discontent can create a ripple effect, impacting team morale and leading to higher turnover rates.
Given the potential impact of unresolved conflict on mental health, it’s crucial for both employees and employers to undertake strategies for early resolution such as the following;
- Keep Lines of Communication Open
Encouraging open communication is crucial to addressing conflict early. Creating a culture where employees feel safe expressing their concerns can prevent small disagreements from escalating into larger issues. Regular check-ins and team meetings can provide opportunities for team members to voice concerns and share feedback. - Increase Conflict Resolution Capacity
Training in conflict resolution can equip employees with the skills needed to handle disagreements constructively. Workshops that focus on effective communication, active listening, and interest-based negotiation can empower individuals to address conflicts directly and collaboratively. This fosters a healthier work environment and enhances team unity. - Further Support
In some cases, involving a neutral third party can help facilitate resolution. Mediation allows individuals to express their viewpoints in a safe environment leading to mutual understanding and finding a resolution that meets both parties needs. - Promote a Supportive and Psychologically Safe Culture
Organizations strive to create a supportive workplace culture that values mental health. Those offering resources such as employee assistance programs, mental health days, and wellness initiatives can help their employees manage stress and build resilience. A supportive culture encourages employees to seek help when needed and fosters a sense of belonging.
Unresolved conflict in the workplace can have profound implications for mental health. From increased stress and decreased job satisfaction to strained relationships and burnout, the repercussions are far-reaching. However, by fostering open communication, providing conflict resolution training, and promoting a supportive workplace culture, organizations can mitigate these effects and create a psychologically safe environment for all employees.
Ultimately, addressing conflict proactively not only protects mental health but also enhances overall workplace morale and productivity. By focusing on conflict resolution strategies, companies can cultivate a workplace where individuals feel valued, heard, and empowered to create collaborative working relationships.
The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.
About Michelle
Michelle Phaneuf the principal of Workplace Fairness West in Calgary operating in conjunction with Workplace Fairness International. Workplace Fairness supports organizations in Alberta and across Canada to foster healthy cultures and strong working relationships. Michelle is a Certified Coach, Chartered Mediator, Certified Psychological Health & Safety Advisor, and trained Ombudsman who utilizes interest-based tools to bring awareness and empathy to manage difficult situations in a non-confrontational manner.
The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.
Plan your 2026 professional development in advance and discover what CPHR Alberta has planned for you! Below is a brief overview of the programming coming your way in the months ahead. For full details, visit our new PD Calendar , and check your Member Portal regularly for updates. Signature Events Member Recognition Gala – April 30, 2026 | The Westin Airport Hotel, Calgary We invite you to an evening of celebration, connection, and inspiration. The Member Recognition Gala is a formal event honouring the individuals, teams, and projects shaping the future of HR across Alberta, the Northwest Territories, and Nunavut. Inspired by the Aurora Borealis, this redesigned experience replaces traditional awards with Spotlights—a meaningful way to recognize excellence in action. Tickets will go on sale soon. CPHR Alberta 2026 Conference: Future-Ready HR – June 2–3, 2026 | BMO Centre, Calgary Our 2026 Conference prepares human resources (HR) professionals to master the fundamentals, embrace innovation, and build executive-level influence—creating agile organizations ready for economic and workforce change. A future-ready HR community. Registration will be opening soon. Chapter Community Events | Throughout 2026 We’ll be visiting all chapters across the year with popular community events in your region. Stay tuned for event announcements and details. Stampede Breakfast | July | Calgary, AB A member favourite breakfast event is returning! Join us to mingle, connect, and enjoy the energy of Stampede. More information will be shared soon. Certificates Workplace Investigations Training | February 17–19 and March 17–19 Presented in partnership with Veritas Solutions. The Workplace Investigations Certificate is a three‑day program focusing on three core training topics. Participants may register for the full program or select stand‑alone courses. A certificate is awarded upon completion, and no prerequisites are required. Webinars Networking at Noon Join us for one hour each month to explore current and emerging HR topics. With a new focus every session, you'll leave with thought‑provoking questions and earn 1 CPD hour. On February 12, join us for HR Trends & Priorities for 2026. International Women’s Day National Event Join us on March 4 from 10:00–11:30 a.m. for a special fireside chat with Layne the Auctionista and Sheena Russell, founder of Made with Local . This national celebration of International Women’s Day explores the theme “Give to Gain,” highlighting how generosity and purpose‑driven leadership can shape meaningful careers. You’ll hear real stories, bold insights, and practical inspiration you can take back to your HR practice. Details ®gistration: https://cphrns.ca/events/EventDetails.aspx?id=2018615&group= Virtual Sessions for Students Students can expect two sessions each month: one dedicated to building skills one offering practical advice from HR professionals in the field These sessions are complimentary for Student Members. Are you interested in becoming a member? Students receive complimentary membership. Learn more: www.cphrab.ca/student-programs Other Events DisruptHR YYC 13.0 will take place in October. More details will be shared in late summer. Plan Your Year With Us Explore the full list of programs and events on our 2026 PD Calendar.
In 2025, CPHR Alberta became a partner to the Collaborative Funders Table and the Calgary Youth Employment Initiative to address under-employment for opportunity youth. Over seven months, more than 60 partners came together to research, design, and test what would become OY Works . That story of co-creation is what makes this toolkit different. Employers shared what they need to know and what tools would make a difference. CPHR Alberta members contributed HR expertise through representation on the steering committee, and participation in surveys, interviews, and protype testing throughout 2025. Attracting, engaging, and retaining young talent isn’t just a workforce strategy — it’s an investment in our collective future. When we empower youth with meaningful opportunities, modern skills, and a sense of belonging, we build workplaces that are more innovative today and more resilient tomorrow. The organizations that thrive will be the ones that recognize youth not as the workforce of the future, but as essential contributors shaping the world right now. A dedicated toolkit to hire opportunity youth gives HR professionals and employers the practical resources, insights, and frameworks they need to connect with young people authentically — turning intention into action and helping break down barriers and supporting organizations to build strong, sustainable talent pipelines. Co‑designed with HR professionals and industry leaders, the toolkit reflects real challenges and real solutions, ensuring it is both practical and deeply aligned with the needs of today’s evolving workforce. - Lisa Watson, CPHR Alberta Board Director, OY Works Steering Committee Member Today marks an exciting milestone: the launch of OY Works , an online toolkit designed to make inclusive youth hiring easier for Alberta employers and HR professionals. This free resource was co-created by a diverse group of stakeholders—employers, HR experts, and non-profit agencies—who share a common goal: opening doors for young people who are ready to work but face barriers. Why OY Works? Too many youth are eager to contribute, learn, and grow, yet struggle to access meaningful employment. OY Works is here to change that. Built with practicality and purpose in mind, the toolkit offers actionable strategies to help businesses recruit, onboard, and retain Opportunity Youth—young people aged 18–29 who are not currently in school, training, or work. What’s Inside the Toolkit? It makes business sense: Read the Business Case for hiring Opportunity Youth and be empowered to influence leaders. Explore the ideas and tools in the Quick Start Hiring Guide . Learn how to onboard effectively and build retention from day one in the Optimal Onboarding & Mentoring Guide and the Retain & Grow Guide . Discover how non-profit agencies are preparing OY for the workplace. They often support employers and employees through all stages of employment. This isn’t just about doing good—it’s about making smart business decisions. Inclusive hiring strengthens workplace culture, reduces turnover, and taps into a motivated talent pool ready to make a difference. We invite you to explore OY Works and join the movement to create opportunities for youth who deserve a chance to shine. Explore the OY Works toolkit: https://bit.ly/3L6SQuF When young people get a chance to contribute, it’s a win for youth, employers and the community. Join us in spreading the word by sharing the toolkit with your networks.
Author: Robin O’Grady Wellbeing can feel impossible when life is already overflowing. The thought of adding “one more thing” to your plate? That’s enough to send anyone over the edge. However, in the end, taking care of your own health is not a “nice to have”, it is essential, in more ways than one. As an HR Professional you are often the go-to for tough conversations and as a support system. Protecting your own energy isn’t only about your personal wellbeing, it is what allows you to show up fully for your people, when it matters most. To get it out of the way, here are the things this is NOT about: Going to the gym Hopping on a trend (wellness/fitness/nutrition) Adding more things to your calendar What it will be about is… Refuel, Recharge, Repeat . Leading yourself with intention and energy. Perspective Shift Keep it simple. Thriving over surviving. When in the tornado of your day-to-day adding things to you r calendar can feel overwhelming and unattainable. The first step is to take stock of your capacity, really step back and assess what you might have available timewise. Then, assess how full your fuel tank is, how are your energy levels at different times of the day? Only then can the strategy be built on how to implement what is right for you. To begin, choose only one thing, many struggle because they try to do too much at once. Tips If choosing nutrition as a needed change, consider adding or removing only one thing as a beginning VS changing your entire diet or diving into a trend-based program that you know isn’t sustainable. Movement comes in a large variety of ways. Think about things you actually enjoy doing and find ways to add them instead of forcing yourself to do things you don’t enjoy just for the sake of adding more movement. Fulfillment is an important part of taking care of your holistic health, prioritize time for things you love – hobbies/family/travel etc. Energy Management The oxygen mask principle is a familiar one. When flying on an airplane, the flight attendant tells us that in the case of emergency, you must put on your own oxygen mask before helping others. This is where the protection and management of your energy begins. Awareness of what energizes you VS what drains you and an intentional placement of those things through your day as one step. Another, in protecting your calendar and being diligent about the spaces you had set aside for your energy management (eg. specific closed door office hours or break times). Tips Take your breaks away from your desk, even away from the building when possible. Implement grounding practices through your day, for example, before entering the workspace and at the end of your day before going home. Protect your transition time - 15 minutes between meetings to process and reset. Intentional Adaptation Making a decision that something might need to change is really the first step, without that awareness, there is little that can or will be done. As a leader, your responsibility is to yourself, but it is also in role modelling for the team. HR Professionals set the tone for the workplace culture around them. The way you prioritize your own boundaries and wellbeing quietly gives others permission to do the same. When you show up with intention, it ripples through the entire organization. The research and stats are clearer now than ever before, workplace wellbeing as a strategy, is one that increases the bottom line and enhances the overall culture of your workplace. In order to see the high end of those stats, intentional adaptation is key. This is a strategy and a process, one that will make you and your business better, you could be the catalyst for that. Tips Create a community within the workplace to prioritize these habits and strategies with. Make it a fun practice you can all do together and hold each other accountable to, especially when the day takes over and the “tornado” is most fierce. Build out the process and SOP in the same way you would for other business strategy and involve your team in the process, so you know what you are planning is good for the whole. Make sure you are first. Leaders first. Remember the oxygen mask principle, you deserve whole health, and you will thank yourself later for checking in and adjusting when needed. Start with some space to breathe. That space? It comes from letting go of what you think you "should" be doing and tuning into what actually serves you and your team. Wellbeing isn't a one-size-fits-all prescription. It's a personal practice of alignment, which can (and should) be translated into how you all work as a whole. Today is as good as any, tomorrow will come regardless.
