• Discourage political conversations that offend coworkers while
encouraging appropriate avenues of free speech. The maxim “I
disagree with what you are saying, but I will defend to the death
your right to say it” must go doubly for managers. When counseling
employees about antagonizing coworkers with their in-yourface
political views, be sure not to violate their right to free speech. Suggest that in the interest of a more productive workplace and reduced conflict, they should make better choices about where and when they express their political views. Also, if other employees are expressing mainstream views, be sure you do not counsel an employee who holds different views not to express those views. Consistent policies must apply to everyone.

• Brainstorm with the employee about better times and places to
promote his political agenda. Ask him to evaluate the damage he
is doing to his cause by offending coworkers the way he is currently
doing. This nonjudgmental approach is very effective with some. The employee understands that you are not agreeing with his content, but that you are demonstrating your support and respect for him as a person. And even though you are being supportive, this is one conversation that should include legal counsel ahead of time and a witness.

• Videotape meetings with employees’ consent. Gain permission from your employees to videotape staff meetings or focus groups for a while. If you are fortunate enough to capture the employee making inappropriate remarks on video, show her the tape. Sometimes a picture is worth more than a lengthy counseling process. Note: This should be done only if all employees are comfortable with the videotaping.

Taken From: 201 Ways to Turn Any Employee Into a STAR Performer