There’s a fine line between expressing yourself and what is acceptable in the workplace.Getty Images
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Ask Women and Work
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.
Submit your own questions to Ask Women and Work by e-mailing us at GWC@globeandmail.com.
This week’s must-read stories on women and work
Worried your attention span has shrunk? Five tips to fight distractions and stay focused
Have you ever tried to focus on writing an e-mail and instead you pick up your phone to mindlessly scroll through social media? Or do you miss the days you were a voracious reader and now can’t sit still for long enough to enjoy a good book?
If that resonates with you, you’re not alone. This feeling of constant distractibility is what Johann Hari, a U.K.-based journalist and author of Stolen Focus: Why You Can’t Pay Attention – and How to Think Deeply Again, calls an “attention crisis,” which he believes is a societal problem.
Read why multitasking may be meddling with your ability to concentrate and more nifty tips.
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In case you missed it
Workplace fun: How hybrid work and burnout has changed the office get-together
With workplaces in gradual stages of return-to-work and employees rethinking their relationships with their jobs, how companies work to cultivate culture and community has changed.
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Read the full article.
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