Disagree Better at Work: A Simple Conversation Tool for a Polarized Season

It’s November, which means election chatter, even in an “off year.” Local ballots don’t grab national headlines, but they can still amplify the feeling that we’re miles apart.

But, are we really that different? Or are we being nudged into outrage by attention-hungry politics and algorithms?

In my experience, people with very different views still find common ground and always a shared humanity. The talks aren’t always easy, but with the right mindset and skills, people can disagree better.

Why This Belongs In An HR Conversation

Polarized politics shows up at work on Slack, in break rooms, and in client meetings, and it affects trust and collaboration. Recent findings underline this point:

• 36% of employees avoided a coworker because of political views (Gartner, 2020).

• 45% experienced political disagreements at work (SHRM, 2022).

• 55% worry that sharing political views could harm coworker relationships (eLearning Industry, 2023).

Let’s sit with that information for a moment. There’s a clear lack of trust in workplaces that contributes to a decrease in engagement, morale, and productivity and an increase in turnover. It appears it's due, at least in part, to political polarization.

Outside the office, brand flashpoints (think Target and Bud Light) show how public stances ripple into workplaces and customer relationships.

Bottom line? You can’t ban politics from the workplace, but you can equip people with a way to talk to each other that builds, not burns, bridges.

A Fast, Field-Tested Tool: LAPP 

I volunteer with Braver Angels, the nation’s largest cross-partisan, volunteer-led movement to bridge the partisan divide. One of BA’s widely used and practical tools is LAPP, a conversational tool you can learn in minutes and use for years.

Activate the Conversation

• Check the basics: time, privacy, and energy. 

• Set intention. “I want to understand, not debate.”

• Open with curiosity.

Listen

• Listen for the values beneath the stance: safety, fairness, belonging, freedom, etc.

Acknowledge

• Reflect back what you heard. Agreement is not required. For example, “So for you, it’s mostly about fairness in how resources are used. Did I get that right?”

Pivot (Ask Permission)

• Signal that you’d like to share your take. For example, “I see it a bit differently. Okay if I share?”

Perspective

• Offer your view with an ‘I’ statement and a brief story or reference of source. For example, “I lean toward X because of what I saw growing up, where Y happened.”

Exit the Conversation

• If it stalls or overheats, exit with care. “Let’s pause here. I’m happy to pick this up at another time.”

• If it goes well, thank them. That’s another deposit in the trust bank.

HR Guardrails to Keep It Safe, Not Stifled

• Opt-in, not mandatory: Invite, but don’t force political talk.

• Civility first: Tie conversations to anti-harassment and respectful workplace policies.

• Time-box: Protect focus time and offer structured forums when needed.

• Manager prep: Give managers scripts for LAPP and graceful exits.

Just the Beginning

Depolarizing requires more than just one tool. There are 500+ organizations working to depolarize public life. Look at them, and borrow what works. Address this incredibly complex problem with a systems approach. With training and systems coaching, teams and organizations can turn conflict from a drag on performance into a driver of innovation.

How Flowing River Conflict Solutions Helps

• Skills workshops that teach LAPP and other disagree better tools

• Individual, team, and organization-level systems coaching to prevent and manage destructive conflict.

• Facilitated dialogues for hot-button topics tied to the workplace.

If you’re an HR leader navigating a polarized culture, let’s make a plan your people can adopt right away. Book an exploratory call with Flowing River Conflict Solutions.