In today’s climate, political tensions are at an all-time high, permeating every aspect of society, including the workplace. For many organizations, particularly those connected to public policy or social issues, or those with an especially diverse workforce, the political landscape can have a significant impact on various aspects of their business. Public-facing businesses like restaurants and healthcare may also experience customer backlash when employees engage in political conversations in the workplace.
However, despite their harmful potential, banning political conversations from the workplace completely isn’t necessarily the right move. Instead, we need to take a more holistic approach to making the best decisions for the company and all of its stakeholders.
From a human resources perspective, it’s crucial to learn how to navigate these political discussions and issues effectively. There are strategies that leaders and businesses can implement to handle political conversations in the workplace, ensuring they remain civil, respectful, and even productive. Like it or not, political differences are not going away anytime soon. So, skillfully managing political conversations in the workplace will be key to maintaining a healthy workplace environment, up through the election, and beyond.
Why can’t we just ban political conversations in the workplace?
The main reason that banning political conversations in the workplace isn’t a practical solution is because it just won’t work. Ask any manager what happens when you tell a group of adults they can’t talk about something — they turn into a bunch of rebellious teenagers and are that much more determined to talk about it.
What may be worse, forbidding all political discussion can be seen as stifling personal expression and likely even be perceived as discrimination by some. This will inevitably lead to bigger issues like decreased employee morale, reduced trust in management, and potential legal problems.
It’s also logical that when conversations about anything (especially politics) are held out in the open, they can lead to productive and sensible solutions for everyone involved. When discussions are kept behind closed doors, they are far more likely to stoke division and hostility.
Lastly, it’s also important to keep in mind that politics covers a wide and nuanced spectrum of topics. A broad, sweeping ban on political conversations in the workplace may end up restricting discussions and can inhibit creative dialogue. Cautious employees may refrain from sharing innovative ideas or perspectives, fearing repercussions from management. This stifling of creative expression can be detrimental to morale and seriously hamper a company’s growth.
Why should we welcome political conversations in the workplace?
At first glance, banning all political talk might seem easier than setting up parameters and systems of accountability. However, welcoming this kind of discussion has the potential to bring many positives to a company and its culture.
At the very top of this list is showing your employees that you respect and trust them. Restricting conversations can signal lack of both.
Employees also need to feel safe in their environment, both physically and psychologically. Open discussions allow employees to express their perspectives, helping them avoid faulty assumptions and misunderstandings by other. This brings the added benefit of making them feel valued and respected. Regardless of the context, when someone feels heard, it enhances their sense of inclusion, fostering a deeper connection with the people they work with.
Most leaders would agree that diversity is a valuable characteristic of every successful business. By stifling political discussions, you also stifle that diversity of thought.
One more reason to allow political conversations in the workplace is that they can work as a tool to develop effective communication and critical thinking skills. When coworkers are able to bridge gaps in political thinking or even recognize a different perspective, those skills directly translate to improved collaboration and teamwork.
How can we keep political conversations in the workplace civil and respectful?
It’s one thing to say banning political conversations in the workplace is bad and allowing them is good. But the key to making that statement true is in how those conversations unfold.
First and foremost, it’s important to keep in mind that the role of human resources is not to act like parents and moderate every disagreement between employees. Our role as HR is to support a mature, respectful, and inclusive workplace environment. With some basic guidelines and a healthy corporate culture, employees can handle the responsibility of discussing politics in the workplace — and maybe even find some common ground!
As we’ve discussed many times before, fostering a culture of understanding sets the tone for every interaction between leaders, managers, and employees. Actively listening and empathizing with others’ points of view should be encouraged at every level of the organization.
With the intention of understanding others, also comes the idea that multiple things can be true. Political disagreements often stem from the vastly different experiences shaping one’s perspectives and their perception of what is true. The office (and the world) would be a much better place if we all recognized that other people have had different experiences, come from different places, prioritize different values, and see things differently… and that’s okay!
Lastly, it’s important to emphasize company goals to remind everybody that they are working towards one common objective. Instead of focusing on the things that make each of us different, let’s rally around our shared purpose and work together to achieve it. Successfully doing so will strengthen teamwork, chemistry, and culture in the long run.
It’s about people, not politics.
As always, company culture starts at the top. Leading by example how to effectively manage political conversations in the workforce will have a tremendous impact on the entire organization.
It’s crucial to emphasize that differing beliefs are a natural and healthy part of a robust society or workforce. Instead of focusing on what those beliefs are, we should consider how those beliefs are expressed to each other. By setting clear expectations for employee behavior and communication, rather than dictating what employees can say or think, you can create an environment where everyone is treated equally and with the respect they deserve.
On the flip-side, it is also critical to outline and enforce consequences for disrespectful or inappropriate behavior. Developing a company Code of Conduct is one good way to help clearly communicate and solidify expectations for a respectful and inclusive workplace.
Creating a respectful workplace takes expertise…
Politics is obviously a tricky subject matter for many organizations. Emotions are already sky high and we’ve still got a long way to go before the election.
If your organization has reached a boiling point with political tensions, or you just need some help sorting out some political bickering, we’re here to help. Set up a complimentary consultation and we’ll see if we can help you ease some of that tension.
