Navigating workplace conflict: Lessons from the 2024 Australian healthcare strikes

The 2024 Australian healthcare strikes made headlines with workers protesting for better pay, improved conditions and safer patient care environments. These strikes weren't just about healthcare — they offered vital lessons for any business leader managing internal friction.

Workplace conflict is inevitable. The difference lies in how you handle it. Leaders who navigate conflict effectively can turn these challenges into growth opportunities.

What we can learn from the healthcare strikes

The strikes are a masterclass in assertiveness and advocacy. Australian healthcare workers demanded fair compensation and improved working conditions, which resonate with many workplace conflicts.

As leaders, it's crucial to listen and act early when you sense unrest. When employees feel undervalued or overworked, tensions tend to build. While addressing issues can feel challenging, ignoring them can cause more significant problems down the line.

Much like the healthcare workers, your employees will find ways to be heard if they believe their issues aren't being managed. Listen early to prevent these larger disputes from erupting.

Recognising early signs of conflict

Conflict doesn't appear overnight — it brews. Think back to the strikes: what if management had recognised the early warning signs and stepped in before things escalated? Leaders who can spot early signs of friction can intervene before issues spiral out of control.

Are employees disengaged in meetings? Is there a noticeable drop in collaboration or enthusiasm? These could be signs of underlying disruption, so be proactive. Go for regular check-ins and create an open environment where concerns can be expressed freely to help avoid bigger issues.

Facilitating difficult conversations

One of the toughest parts of the healthcare strikes was getting all parties to the negotiating table. Likewise, in business, unresolved conflict often stalls because people avoid difficult conversations. But conflict won't disappear by ignoring it.

As a leader, you need to step in and facilitate these conversations. Active listening is crucial — allow both parties to express themselves without interruption. And don't underestimate the role empathy plays in easing tensions. Understand each side's perspective before steering the discussion toward resolution.

Conflict resolution strategies

The strikes highlighted the importance of compromise and third-party mediation. When emotions run high, it can be hard for conflicting parties to see things from the other's point of view. A neutral mediator can help break the deadlock, just like third-party intervention did in the healthcare strikes.

Consider bringing in an external mediator if conflicts seem intractable. If not, act as a neutral party and guide both sides toward a compromise. Remember, resolving conflict isn't about one side "winning"; it's about finding a middle ground everyone can live with.

On a final note, I've seen a lot of leaders move through workplace conflict. The ones who come out stronger know when to engage and when to take a healthy level of space so they can perform at their best.

Maintaining morale during disputes

Healthcare professionals managed to maintain patient care standards throughout the strikes — a testament to their dedication. Keeping morale high during conflict can significantly impact the overall atmosphere.

Even in challenging times, employees need to feel valued and supported. Acknowledge their efforts and reassure them that a resolution is in progress. Transparency and regular updates can go a long way in maintaining engagement.

Embrace productive conflict with ICML

The 2024 Australian healthcare strikes offer valuable insights for leaders facing workplace conflict. Stay proactive, listen intently and play for the win-win outcomes. By learning to manage conflict effectively, leaders can build stronger, more resilient teams.

If you want to develop your conflict-handling skills, explore our Conflict Management Course.