I have problems with my colleague at work – what can I do?

What to do if you have a conflict with a colleague

1. Friendly approach and direct conversation

Always start with a direct, friendly attempt to clear things up:
Set aside some time to talk calmly with your colleague, without getting emotional. Explain your point of view and listen to theirs. Very often, the reason for the conflict turns out to be a simple misunderstanding.

Use “I feel…” statements instead of “You did…” accusations to reduce tension and avoid blaming.

2. Documentation

Briefly write down every incident or problem:
Keep a simple record of what happens (dates, short notes, how the problem affected you or your work), especially if there are repeated issues or clear boundary violations.

3. Informing your line manager or HR

If the friendly attempt doesn’t work or the problem continues, speak to your direct supervisor or the HR department.

Describe your issue objectively, provide concrete examples, and ask them to step in – for example as a mediator or by structuring a formal discussion.

4. Involving the works council (Betriebsrat)

If your company has a works council (Betriebsrat), you can turn to them as well. They are experienced in resolving internal conflicts and protecting employees’ rights.

They often act as a mediator between colleagues and help to find practical, realistic solutions.

5. Mediation session

In serious or long-running conflicts, the company may offer a mediation session with a neutral, trained mediator from inside or outside the organisation.

The goal is to restore a workable and respectful cooperation with professional support.

6. Internal transfer or team change

If no solution can be found and the atmosphere remains permanently negative, you may request an internal transfer or a change of team, if this is possible in your company.

7. In cases of abuse, discrimination or harassment

If the problem involves serious misconduct (bullying, insults, discrimination, harassment):

→ Inform HR immediately, document all incidents in detail, ask for a formal intervention, and consider speaking to a labour lawyer or trade union if necessary.

Practical tips:

• Stay calm and factual; focus on the solution, not on attacking the person.

• Avoid complaints that are not based on facts, and avoid mutual provocation.

• Do not ignore the problem if it affects your health or performance – talk to responsible persons with confidence.

Summary:

• Start with a calm, respectful conversation.

• Document all relevant incidents.

• Ask for help from management, HR or the works council when needed.

• Do not hesitate to escalate the issue formally in cases of serious misconduct.

The editorial team of this website strives to provide accurate information based on thorough research and multiple sources. Nevertheless, errors may occur or certain details may be incomplete or not fully verified. Please treat the information in this article as an initial point of reference and always consult the relevant authorities or professional advisors for binding and up-to-date guidance.