Maintaining respectful, open dialogue at work has become more important and challenging than ever. The rise of social and political discourse spilling into work environments has left many leaders scrambling to manage civil discourse in the workplace, leaving them to wonder: How do we protect culture without stifling individuality?
Managing civil discourse in the workplace starts with a proactive plan rooted in your company’s values.
“When people don’t know the boundaries, it’s hard to enforce them. You have to be clear, not just in your policies, but in how you live them out day to day.”
This statement, shared during our recent conversation with an expert Danforth Advisors HR consultant, captures the essence of managing workplace conflict. Your company culture is defined by how you approach disagreement, not just how you celebrate success.
#1: Revisit Your Mission and Values
When a workplace conflict arises, leadership must ask: Is this about behavior, or is it a deeper value misalignment? Reaffirming your mission and values can help guide that assessment. Make sure your team knows:
- What the company stands for
- What behaviors are encouraged
- What the non-negotiables are
#2: Understand the Legal Landscape
There’s a common misconception that “free speech” protections automatically extend into the private workplace. In reality, free speech does not apply the same way within private organizations. Employers have the right to and the legal obligation to set boundaries, especially when speech veers into harassment, disruption, or discrimination.
To manage civil discourse in the workplace, know what is and isn’t protected and train your managers accordingly. If your managers feel unsure about what they can address, they’ll often say nothing, and that silence can do real damage.
#3: Don’t Wait for the Fire- Build the Extinguisher Now
Only 8% of organizations have a formal policy around civil discourse in the workplace. That’s a missed opportunity. A well-crafted civil discourse policy can:
- Clarify behavioral expectations
- Provide a roadmap for conflict resolution
- Reinforce cultural norms
Your action plan should include:
- A clearly communicated code of conduct
- Manager training on conflict resolution and inclusive dialogue
- A protocol for escalating and resolving issues
- Being fully compliant with various sections of the National Labor Relations Act
Is your organization prepared? Don’t wait for conflict or a legal issue to force your hand when it comes to managing civil discourse in the workplace. The time to define expectations and protect your culture is now. Danforth Advisors can help you build a proactive policy and response plan tailored to your organization. Contact us today.