A conflict with a colleague is more than a disagreement. Address it in time to prevent escalation.
A workplace conflict with a colleague is more than a simple disagreement - it's a persistent tension that can be difficult to resolve on your own.
When such a conflict continues unresolved, it can develop into a disrupted working relationship (verstoorde arbeidsverhouding). This affects not only your job satisfaction and performance, but also your team and the wider work environment.
In serious cases, unresolved conflicts can have employment consequences - though dismissal would require a thorough process under Dutch law, including documented efforts to resolve the situation.
When there is a conflict with a colleague, it's best to first try to find ways to reach a solution yourself.
In many cases, it makes sense to try direct communication first. Dutch employers often expect employees to attempt resolving interpersonal issues before escalating them. However, this doesn't apply to serious matters like harassment or discrimination - those should be reported promptly.
Where appropriate, try to address the issue directly and professionally before involving others.
Communication largely consists of non-verbal aspects. Be aware that you maintain a non-hostile attitude. When emotional, people often communicate with raised voices, but this only hinders a solution.
However tempting it may be to vent, discussing the conflict with uninvolved colleagues is rarely helpful. It can be perceived as gossip and may damage your professional standing. Keep discussions focused on those directly involved.
When emotions take over, it can be difficult to stay objective. Make sure what you say is based on facts. This makes it easier to focus on the core of the problem.
Under Dutch employment law, both parties in a workplace conflict have a responsibility to work toward resolution, demonstrating good employee conduct. If a conflict seriously disrupts the work environment and neither party cooperates in finding a solution, this could eventually have employment consequences - though dismissal requires significant justification and proper process.
Do you really not know how to resolve a conflict with your colleague anymore? If you've tried everything within your power, you can seek help from your supervisor.
It's generally advisable to inform your colleague before involving your supervisor. Going over someone's head without notice can damage trust and make resolution more difficult.
Transparency, where possible, helps preserve the working relationship.
In the Netherlands, it's common for employers to arrange workplace mediation when conflicts cannot be resolved internally. Your employer has a duty of care (zorgplicht) to provide a safe working environment, which includes addressing serious interpersonal conflicts.
A workplace mediator is an independent professional who facilitates dialogue between the parties. The mediator doesn't take sides or make decisions - they help both parties work toward a mutually acceptable solution.
LegalBacking can support you during mediation sessions via video call, ensuring your interests are properly represented.
At LegalBacking, we stand 100% on the side of the employee. We can advise you on your position and support you during mediation sessions.
Get in touch