What Would You Do? In the case of: “Free Speech vs. Workplace Morale”
Background: A manager in a small retail company without an HR department faces a challenging situation. One of the employees, Sydney, has a habit of discussing his political views and participating in protests during work hours. His co-workers have expressed their discomfort with his behavior to their supervisor, stating that Sydney is dragging them into conversations they would rather avoid. The situation poses a challenge for managers as they need to balance the perceived right of free speech with the need to maintain workplace morale and build a respectful and inclusive work environment.
What Would You Do? In the case of: “Free Speech vs. Workplace Morale”
- Advise co-workers about Sydney’s right to freedom of speech.
- Investigate the situation thoroughly.
- Encourage the co-workers reporting the conduct to speak directly with Sydney.
- Review company policy. Or create a workplace communication policy.
- Give Sydney a final written warning.
- Tell co-workers Sydney doesn’t mean anything by it; that’s just how she is.
- Schedule a company-wide training so Sydney does not feel singled out.
- Talk with Sydney and explain the organization’s policy on workplace communications and the consequences if she continues to violate the policy.
- Ensure all employees understand your organization’s policy on political speech and discussing controversial hot topics in the workplace.
Balancing the perceived right of free speech with workplace morale and building a respectful and inclusive work environment can be daunting for managers. I know it can be tough to know what to do in these situations, but it’s crucial to approach them with empathy and understanding and by following company policy. Depending on the severity of the situation, disciplinary actions, and training may be necessary to ensure that employees understand the importance of respect in the workplace. Either way, you have been put on notice and must take immediate action to mitigate any risks of lawsuits and create an environment where all employees feel valued and respected. Managers must deal with these situations head-on.
