4.4 Outline types of situations that might lead to conflict between playworkers and other adults and how you might respond to them

This guide will help you answer 4.4 Outline types of situations that might lead to conflict between playworkers and other adults and how you might respond to them.

In a playwork setting, conflict can sometimes arise between staff and other adults such as parents, carers, teachers, support workers, or community members. These situations often happen when expectations, values or communication styles are different. Recognising potential causes of disagreement can help you respond effectively and keep relationships professional.

Conflicts can range from minor misunderstandings to significant disputes that affect how play is provided. Sometimes these are quick to resolve, but others require careful handling within organisational guidelines.

Differences in Views on Play

Some adults may have different ideas about what play should look like. For example, a parent may believe play should be structured and focused on learning skills, while a playworker’s approach values free, self-directed play without a set outcome. This difference can lead to disagreements about activities or the environment.

In such cases, it helps to explain the playwork approach in plain language. Share the benefits of child-led play, using examples of how it supports creativity, problem-solving and social skills. Avoid technical jargon and keep the conversation open.

Concerns About Risk and Safety

Many conflicts arise when adults have varying tolerance for risk. Playworkers often allow managed risk in activities, such as climbing or using real tools, to support development. Other adults may feel this is unsafe.

Responding in this situation means clearly explaining how risk is assessed and managed. Show that hazards are identified and controls are in place. Invite the adult to see how you supervise play and how children learn to be safe. This builds confidence without dismissing their concerns.

Behaviour Management Disagreements

Another common cause of conflict is when adults disagree on how children’s behaviour is handled. A parent may expect strict discipline or punishment. Playworkers usually focus on positive behaviour support, guidance and clear boundaries.

Here it helps to state your organisation’s behaviour policy in a calm, confident way. Show how your methods aim to teach rather than punish. Giving examples of how children respond positively to this approach can reduce tension. Always remain respectful of different viewpoints while maintaining professional standards.

Communication Problems

Sometimes conflict starts simply because information is unclear, incomplete, or misunderstood. If a parent thinks you ignored an issue, or another adult feels excluded from decisions, resentment can grow quickly.

To respond, check what the person understands and clarify in plain terms. Repeat key points if needed. Use active listening so they feel heard. Keep notes of conversations when needed. Good communication can prevent many disputes before they start.

Cultural or Religious Differences

Playworkers may encounter adults who have cultural or religious beliefs that affect expectations for children’s play. For example, certain games, music or mixed-gender activities may not be acceptable to them.

Respond with respect. Listen carefully to their perspective, explain what the setting offers, and look for compromise where possible. Avoid making assumptions about beliefs. Show that you value diversity and inclusion while following safeguarding rules.

Differing Perspectives on Inclusion

Conflict may happen if an adult feels a child with additional needs is not getting enough support. This could be a parent or a specialist worker such as a SENCO.

Respond by explaining the support in place, the planning that is done, and how staff respond to needs during play. Invite input and show willingness to review plans. Keep records of actions taken and be open to feedback.

Territorial Issues Between Staff

Sometimes disagreement happens between playworkers and other adults in the same building or community space. For example, a playworker might share a hall with a sports group leader who feels their space is being used in ways they do not like.

Respond by arranging a meeting to discuss space use, timetables, and shared resources. Keep discussion factual and solution-focused. Avoid personal criticism. Aim for practical agreements.

Conflict Over Boundaries of Responsibility

Playworkers can face disputes when others misunderstand their role. For example, a teacher may expect a playworker to enforce school homework policies during after-school sessions, which is not the playworker’s remit.

Respond by calmly explaining your role and responsibilities. Refer to any service agreements or policies that describe the playwork approach. Offer ways to support the child without compromising your professional approach.

Handling Complaints From Adults

Sometimes a complaint is made about playwork practice, which can lead to conflict if emotions run high. This might be about supervision, activity choice, or how an incident was managed.

Respond by following the organisation’s complaint procedure exactly. Listen without interrupting, thank them for raising the issue, and explain how it will be looked into. Avoid defensive language. Keep the communication professional and aim for resolution rather than blame.

Situations Involving Safeguarding Concerns

Safeguarding issues can lead to strong disagreements if an adult feels action was too extreme or not enough. These are sensitive cases and often emotional.

Respond by explaining safeguarding duties clearly and referring to legal obligations. Show that actions follow policy and are aimed at protecting the child. Keep discussions confidential and accurate, never sharing details beyond what is appropriate.

Disputes Over Resources or Budget Use

In some settings, adults may challenge how funds, equipment or staffing are allocated. This might happen when other groups feel they are not receiving fair resources compared to playwork sessions.

Respond by referring to how decisions are made, what priorities are set, and how these serve the children’s needs. Keep discussion factual and avoid taking sides. Offer transparency where possible.

Managing Aggressive or Confrontational Behaviour

Sometimes conflict escalates into aggressive behaviour from an adult. This can be shouting, threats or refusal to cooperate.

Respond by keeping calm, using a steady voice and non-threatening body language. If needed, remove yourself and the children to a safe place. Follow the organisation’s policy for handling aggression, which may include calling for support from a manager or security.

Practical Response Strategies

The approach to resolving conflict should be consistent and professional. Strategies include:

• Active listening to understand the other person’s view
• Clear explanation of your role and approach
• Keeping tone calm and even
• Avoiding personal comments
• Referring to policy or agreed procedures
• Offering to follow up with more information
• Recording significant conversations

Building Positive Relationships to Reduce Conflict

Creating a positive atmosphere with parents, carers and other adults reduces the likelihood of disputes. This can be achieved by:

• Greeting adults warmly and regularly
• Sharing updates about children’s play and progress
• Inviting feedback on activities
• Being approachable for questions
• Showing respect for their knowledge of the child
• Addressing small issues quickly before they grow

Knowing When to Seek Support

Not all conflicts can be managed alone. If the situation becomes too challenging or involves serious allegations, call on your manager or safeguarding lead. This not only supports you but ensures the matter is dealt with correctly.

Situations for seeking support include:

• Threatening or abusive behaviour
• Safeguarding allegations
• Persistent complaints with no resolution
• Legal issues or policy breaches

Maintaining Professional Boundaries

Professional boundaries help keep responses to conflict fair and consistent. This means avoiding emotional involvement, not sharing personal opinions, and dealing with matters in line with your role. Boundaries protect both the playworker and the organisation.

Reflecting After Conflict

It is helpful to reflect after a disagreement. Think about what triggered the conflict and how you responded. Consider whether better communication or earlier intervention could have prevented it. Share reflections in team meetings to learn from each other’s experiences.

Final Thoughts

Conflict in playwork settings is sometimes unavoidable, but many situations can be managed positively if approached with respect and clarity. Knowing the likely causes, from differences in play philosophy to disputes over safety or behaviour, gives you the ability to prepare responses that are calm and professional.

Your role is to protect the play environment and keep relationships healthy. By listening, explaining your approach clearly, following procedures, and knowing when to involve others, you can turn potential disputes into opportunities for better understanding. Effective conflict handling keeps the focus where it belongs — on providing safe, enriching play experiences for children.