CHROs in the Spotlight: Managing Political Conflict at Work

Political tensions aren’t just shaping elections; they’re reshaping workplace dynamics and putting CHROs in the spotlight.

?? 81% of employees say political tensions at work have increased.

?? 90% want clearer policies on political discussions.

?? 51% actively avoid colleagues with differing views.

This week's Daily Jam edition covers:

?? How Heinz is using AI nudges to change behavior at scale

?? How to turn conflict into opportunities for team growth

?? Strategies for leaders to manage political conflict

?? A framework to help teams cultivate respect and civility

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For HR leaders, the challenge is balancing psychological safety, inclusion, and workplace norms, all while keeping teams productive.

Banning political discussions will not eliminate the conflict. And let’s be honest, removing politics from the workplace is almost impossible. People continue bringing their whole selves to work, and employees will talk—just not in ways that HR can guide or support.?

Instead of avoidance, HR leaders must establish clear guidelines and frameworks to help promote dialogue respectfully, correct behavior, and mediate when tensions arise.

Political Conflict & Team Dynamics

Workplace conflict is part of the natural team development process.

The Tuckman Model of Team Development explains how teams mature:

1?? Forming – Team members come together, but differences are not yet apparent.

2?? Storming – Differences start surfacing, leading to conflict. (This is where political tensions can derail trust—unless managed effectively.)

3?? Norming – Teams begin to set expectations and develop mutual respect.

4?? Performing – Once norms are established, teams collaborate effectively, even when disagreements persist.

Most organizations struggle because they never help teams move past the Storming phase. CHROs must lead this transition through clear policies, leadership modeling, and structured team-building strategies.

5 Strategies CHROs Can Use to Manage Political Conflict

1. Normalize conflict as part of growth: Employees must understand that disagreements don’t have to divide teams and find common ground in organizational values.
2. Set clear norms for workplace discussions (without banning opinions): Set clear guidelines and policies so employees know what’s considered respectful expression vs. disruptive behavior.
3. Model self-regulation: Leaders who stay calm set the tone for the entire workplace. If leaders react emotionally, teams will mirror that behavior.
4. Use behavioral science to reinforce workplace civility. Integrate behavioral nudges or frameworks into daily workflows to prompt employees to rethink and correct their behavior in real time.
5. Train managers on conflict de-escalation: Because HR can’t intervene in every discussion, managers need the tools to handle political disagreements constructively.

A Toolkit For HR Leaders

Even with strong policies, workplace culture is built by daily interactions.?

Organizations need tools and frameworks to help employees have respectful dialogues and shape behavior at scale.??

Tomorrow’s Daily Jam provides a toolkit for HR leaders:

?? A step-by-step framework for turning workplace tension into opportunities for growth

?? How Heiz is using AI-powered nudges to shape workplace behavior

?? Strategies to de-escalate conflict without silencing employees

??? And a special gift for team leaders and managers

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