Conversations about politics are complicated and potentially polarizing because they involve value conflicts. Beliefs about social issues, and even workplace policies, typically arise from deeply held personal beliefs and lived experiences. And as any business leader knows, politically charged conversations will inevitably occur at work, testing your leadership and your team members’ abilities to maintain their professionalism.  

But don’t worry—I’m here to tell you that there are strategies for navigating these controversial conversations so you can create a more inclusive and positive workplace environment.

Accept your responsibility

We all know how easy it is to discard our good intentions when our strong beliefs and deeply held values are challenged. The result is often a fiery disagreement, with racing heartbeats and increased emotion. Those directly involved and those who witness intense arguments may feel uncomfortable, angry, or scared. Some will find it intolerable, leading them to resign. Others will stay, even if they are concerned for their personal or psychological safety. 

Conflict in the workplace has widespread repercussions and should not be taken lightly. In many cases, such conflict can cause real harm, including trauma. In other cases, such conflict can have serious legal implications for those involved, as well as the organization. You must not allow heated and disrespectful conversations to continue under your watch. It is not acceptable to communicate that way in a workplace environment. 

As a leader, you are responsible for managing the difficult conversations that arise within your team; you might be responsible for initiating them yourself. So it’s essential that you understand how to defuse heated exchanges and keep conversations respectful and productive. Otherwise, you risk damaging your reputation, your team’s ability to function, and the reputation of your organization. 

Set and communicate clear guidelines

A crucial part of fostering a positive work environment is setting clear standards for acceptable communication on your team, outlining your expectations, and enforcing those guidelines. 

Determining what guidelines to put in place will depend on your team’s needs and dynamics. Will you permit political conversations? If not, how will you determine what is and what is not political? If so, what are your expectations around how you and your team engage in such conversations? As a leader, you can always demand or request a ban on political discussions. You have the right to make that statement, but it may not be realistic or helpful.  

Sometimes political conversations cannot be avoided. This is especially true when an employee is deeply involved or personally affected by the current state of affairs. So take the time to think through how, when, and under what circumstances political conversations will be permitted. 

Model the behavior you wish to see

Once you’ve established clear guidelines, model the appropriate behavior for your team. Such modeling is critical if your team is to develop deeper connections and collaborate effectively to achieve positive outcomes. 

Here are three ways to model the behavior you wish to see: 

1. Be intentional in what you say and how you say it.

Before engaging, think about the purpose of the conversation you are initiating or the opinion you are sharing, and how others might perceive your message. Speak clearly and state your intentions and expectations upfront. Think about what will benefit the team and the organization. Your role is not to dominate the conversation, reform anyone’s point of view, or chest-beat.

Then share your perspective with kindness and express a clear desire to hear and understand your co-worker’s point of view. This way, even if the other person is unwilling or unable to engage, at least they will experience you as being open to listening, which can be a key connection point. For example: 

“I know this may be uncomfortable, but I want to talk about how we can communicate better and seek to understand each other’s point of view with respect. Everyone matters on our team and in our company, even when we disagree. While I welcome differing viewpoints, how topics are discussed matters. Please keep that in mind when having conversations about potentially sensitive topics, including politics. I will not tolerate obvious disrespect, name-calling, or aggression that results in others feeling unsafe.”

2. Approach challenging situations with a benefit-of-the-doubt framework.

How you speak to someone about any topic, especially a controversial one, is extremely important, because it affects how you make them feel. And how someone feels will always be their biggest takeaway. Even the most stoic person on your team has feelings, and wants to be heard and respected.

In addition to being respectful and kind, assume positive intent. That is, assume other people in the conversation also want a positive outcome. A benefit-of-the-doubt perspective can seriously affect how you think about the interaction and approach the other people. It can also affect how they receive the information. It provides a positive framework for all conversations, and makes it easier for others to give you the benefit of the doubt as well. For example: 

“We are all part of our workplace community, and with that in mind, I would like each of us to approach all conversations by giving the other person or people the benefit of the doubt that they also want a positive outcome. This mindset will support us in being more open to listening and feeling heard and help others receive whatever we are saying with positive intentions.” 

3. Intervene when necessary.

The best way to defuse a disagreement is to catch it as early as possible. The only way that happens is if you, the other person, or the people involved are aware of what is happening at that moment. 

As soon as you notice the slightest rise in tension—the energy has shifted, voices are raised, or someone appears to be annoyed or upset—you must take action. Interrupt the conversation and respectfully comment on your observation to redirect the conversation. Do not wait until a full-blown argument is taking place. Take a breath and say something like:

“This is starting to get heated. We can set aside time to have this conversation if it is important to you, but not here and now, and not in this way. We need to slow it down and be more thoughtful in how we speak to each other.”

The takeaway

As a leader, your role in setting the tone, modeling appropriate behavior, and addressing conflicts proactively cannot be overstated. The strategies outlined in this article are essential tools for maintaining workplace harmony. Political conversations require a thoughtful, intentional approach to ensure a respectful and productive workplace environment. Every interaction is an opportunity to build a stronger, more collaborative workplace. When handled well, even potentially polarizing conversations can strengthen team dynamics and sustain a culture of trust and respect. 

If navigating political conversations is challenging for you, your colleagues, or your team, investing in practical communication skills is no longer optional—it’s essential. The Communication Protocol^® provides universal, practical, and easy-to-follow tools to help teams thrive, even in our ever-changing and increasingly polarized world.

©Copyright 2022 Debra Roberts, LCSW All rights reserved. No portion of this material may be reproduced without permission from the publisher.

 A version of this article was initially published on Inc.com as: Keeping the Peace: Talking Politics in the Workplace