Why Bother With Workplace Conflict Resolution If You Don’t Like The Person?

Imagine this: You’re stuck on a project with a coworker whose emails always sound condescending. They dismiss your input in meetings, and their tone grates on you. You’ve tried being polite, but every interaction leaves you irritated. Do you bring it up? Or do you grit your teeth, vent to a friend, and move on?

At home, it’s different. If your partner or a close friend upset you, you’re more likely to address it—because the relationship matters. But at work, if you don’t like or respect the person, why put in the emotional labor? Why not just tolerate it, disengage, or wait for it to blow over?

It’s a natural reaction. Conflict resolution takes effort, and when we don’t have a personal stake in the relationship, that effort feels wasted. However, here’s what we often overlook: resolving workplace conflict isn’t about forming friendships or forcing yourself to like the other person. It’s about removing unnecessary friction so you can do your best work and advance your career.

Liking Someone Isn’t a Prerequisite for Resolving Conflict

Too often, we think resolving conflict requires emotional connection. But it’s not about deepening a bond—it’s about improving functionality. You don’t need to like your coworker; you just need to work with them.

What does that look like? It could mean addressing miscommunication directly, clarifying expectations, or setting firmer boundaries. It’s not about changing them or forcing yourself to be more tolerant. It’s about making your work hours less frustrating and more productive.

Why It’s Worth It Anyway

Avoiding conflict doesn’t make it disappear—it just shifts the cost. Unresolved tension drains mental energy, increases stress, and affects productivity. Over time, it can even damage your professional reputation. A pattern of avoiding conflict can signal to colleagues and leaders that you struggle with difficult conversations—a key skill for leadership and career growth.

The goal isn’t to befriend the person. It’s to create an environment where you don’t have to dread every interaction. A short, uncomfortable conversation now can mean months (or years) of smoother collaboration.

You don’t have to like someone to make work easier for yourself. You just have to decide that your energy, sanity, and career trajectory are worth the effort.

Struggling with workplace conflict? A few coaching sessions can help you handle tough conversations with clarity and confidence. Let’s talk.