Talking politics at work: What to do when discussions become heated

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Question: Members of my team have been discussing politics and other hot-button issues in the office and it’s been getting heated. I feel like their differences of opinion are causing animosity and it’s becoming a distraction. What’s the best way to handle this as a manager?
We asked Sumana Jeddy, chief executive officer of Jeddy Wellness, to tackle this one:
This is a great question because there’s been a lot of discussion in the past few years about wanting people to show up to work as their authentic selves and express who they are. But there is a fine line between expressing yourself and what’s acceptable in the workplace.
Firstly, managers need to create and maintain a foundation of psychological safety so that everybody on the team is aware of how a conversation could be triggering for a co-worker and how they can express themselves without causing harm or risking retribution.
There’s a free evaluation tool I came across a few years ago called Guarding Minds at Work, and it’s a great way for employers to assess some of the workplace conditions that could be affecting their employees’ mental health. I would suggest managers do the assessment to get a sense of their score and then get their teams to do it. The idea is to get everybody on the same page. Everyone has different political and cultural views, but how can I show up with a sense of authenticity while keeping others’ viewpoints in mind?
Another strategy is creating a space where once a week or once a month your team can talk about difficult things in a very deliberate way. I call them energy zones. Book a boardroom and have a moderated discussion for 20 minutes, nothing longer than that. Maybe bring in an expert or watch a TED Talk together. Tell your team, “Today we’re going to talk about a conversation that happened in the lunchroom on Tuesday. I want to bring you into a safe environment so we can all share our perspective in a constructive and healthy way.”
As a manager, you need to reinforce that this is important to you; that the safety of your employees is a priority. We want people to show up and be themselves and have these healthy debates, but there is a place and time for it. I always say to people, “Don’t just think about yourself when you’re speaking, think about the unknown of others. They could be people experiencing trauma or so many other stressors that you are unaware of.” By setting these expectations, it will lead to a more fulfilling and psychologically safe workplace.
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