Political Conversations In The Workplace

The presidential election is less than 90 days away and therefore this is a good time to remind ourselves about political conversations in the workplace. Up until recently these conversations have been basically civil, however, it has become increasingly difficult to have employees discuss these matters without causing claims of harassment, bullying, and a hostile work environment.

Interacting with colleagues exposes workers to diverse viewpoints, enriching their perspectives and fostering collaboration. Effective engagement with differing views is crucial to prevent communication breakdowns and conflicts. I thought it would be helpful to provide some direction to employers at this time of the season. Here are some key policies and practices to help employees navigate political discussions at work.

POLICIES AND GUIDELINES

1. Proactive Policy Setting: Establish guidelines before issues arise. Amy Mosher, chief people officer at iSolved, emphasizes the importance of being proactive to prevent conflicts.
2. Employee Input: Involve employees in crafting and refining policies. Karan Singh, chief people officer at Headspace, suggests working with employee resource groups (ERGs) to gather diverse input.
3. Comprehensive Coverage: Ensure policies address both in-person and digital communications. Salesforce’s “Chatiquette” sets standards for behavior on Slack, while in-person guidelines might focus on active listening and de-escalation techniques.
4. Clear Boundaries: Define acceptable and unacceptable conversations. At iSolved, discussing political views in a comfortable setting is fine, but campaigning is not. Headspace allows constructive disagreement while prohibiting negative spirals.
5. Discussion Spaces: Create safe spaces for productive disagreements. Singh recommends using existing communities like ERGs to host conversations on important political and social issues.
6. Personal Boundaries: Empower employees to manage their own comfort levels. Mosher notes the importance of checking in with colleagues before discussing sensitive topics and constructively addressing uncomfortable conversations.

EMPLOYEE TRAINING

1. Foundational Skills: Train employees in basic communication skills like active listening and constructive discussion. Mosher emphasizes the importance of these skills in handling politically charged conversations.
2. Practice Opportunities: Provide chances to practice these skills. Mosher highlights the need for workers to build comfort and confidence through real interactions. Remind employees of shared values and expectations and have facilitators ready to intervene if needed.
3. Identifying Mis/Disinformation: Include training on assessing information quality. Greg Behrman, CEO of NationSwell, suggests various approaches, such as media literacy sessions and resources like factcheck.org.
4. Focus on Leaders: Train managers to model respectful dialogue and address unproductive behavior. Singh highlights the essential role managers play in setting the tone and providing feedback.

FOLLOW THROUGH

1. Manager Accountability: Prepare managers for feedback conversations. Mosher stresses the importance of coaching and timely feedback to repair any potential damage in working relationships. Singh recommends a simple framework for addressing unproductive disagreement.
2. Election Stress Support: Address underlying election stress through traditional support structures like mental health benefits and ERGs. Singh also notes the value of participation in the democratic process to reduce feelings of helplessness and anxiety.

By implementing these policies, training, and ongoing support, organizations can foster respectful and productive political conversations, enhancing workplace harmony and collaboration.

If you have any questions about political conversations in the workplace or HR issues please reach out to do so at info@jorgensenhr.com or 661-600-2070.

Sources: LightGabler & CalChamber