Central Hudson

Emily Gambacorta

They said what? This question is being asked at work more times than leaders would like during a political election season. How do leaders navigate the political arena at work, while remaining impartial, providing clear expectations for behaviors, yet still enabling their employees to be heard? Being adept at this topic sounds almost impossible, yet political tensions are arising more than ever in the workplace and are not predicted to slow down anytime soon.

A Society for Human Resources (SHRM) poll in 2019 indicated that 42 percent of employees experienced political disagreements at work, with a significant portion of employees experiencing political affiliation bias. The same poll in 2022, indicated 24 percent of U.S. workers have personally experienced political affiliation bias, including preferential treatment or undue negative treatment based on their political positions or opinions. This percentage has doubled compared to 2019.

In today's dynamic socio-political environment, the ability of leaders to navigate politics and employee relations within the workplace is not just beneficial but essential. While it may seem ideal to simply ask employees to not talk about politics at work, it’s not realistic. Many employees do not just associate their choice of candidates with their preferences or ideals but with their personal values and identities. As politics continues to become more polarizing, the likelihood of employees feeling threatened, compromised or at the least unnerved becomes more likely. Separating these feelings and experiences from work may not be possible for some and unnatural for many. Leaders must recognize and respect this connection, ensuring that all employees feel valued and heard, regardless of their political stance.

Here are a few best practices for leaders:

• Ask for Help: Use the expertise of human resource partners and diversity, equity, and inclusion leaders to navigate employee relations issues related to politics. These professionals can guide existing policies and support leaders in fostering a respectful workplace culture.

• Remind Employees of Shared Company Values: Despite differences in political beliefs, it's crucial to reaffirm your company's core values. These values serve as common ground, fostering productive collaboration despite potential assumptions of conflicting values. Many companies share the value of respect, and aligning around that expectation with everyone levels the playing field where individual actions should contribute to these values. You can ask them, "How will you contribute towards respect in the workplace? What does it look like to act respectfully with each other, even if you do not agree?” This is also a great time to communicate your expectations as a leader of the behaviors and actions that create a respectful work environment on your team.

"As leaders navigating the complexities of the political landscape in the workplace, it's essential to remember it is our responsibility to foster a respectful and inclusive environment where everyone feels valued and heard"

• Pose Deeper Questions: Ask deeper questions to navigate conflicts, such as: "Why is this important to you?" This prompts discussion on values or experiences. Avoid harmful responses and affirm their viewpoint by summarizing it: "I understand why this matters to you because you mentioned…." Find common ground by focusing on shared values such as national security or protecting neighbors. The goal isn't to win but to understand each other's perspectives, rooted in underlying values and beliefs.

• Regular Check-Ins: Prioritize employees’ well-being by checking in regularly on their wellness and acknowledging the stress that political climates can induce. Actively listen to their concerns and explore ways to better support them in the workplace. Be prepared with knowledge of your company’s wellness and mental health benefits. It is not unusual for employees to be impacted by political decisions that affect what’s most important to them.

• Opt-Out: Respect employees' boundaries by offering options to opt out of political discussions. Support employees who choose not to engage in these conversations and ensure they feel empowered to set boundaries.

• Take Care of You: It’s important during stressful periods to ensure as leaders we can operate with a full toolbox and capacity to support others. This self-care could include intentionally setting time aside to do what energizes you and makes you feel well. It is a best practice to remain impartial with employee relations concerns and that can take energy. Make sure you have someone you feel comfortable and safe with outside of work, to talk about your feelings in this area if you need to.

As leaders navigating the complexities of the political landscape in the workplace, it's essential to remember it is our responsibility to foster a respectful and inclusive environment where everyone feels valued and heard. Navigating political tensions with empathy, impartiality, and clear expectations will ultimately contribute to a stronger, more resilient organizational culture. Your leadership is critical in providing a sense of safety and support during uncertain times. By doing so, you allow your employees to be heard, valued, and productive, no matter the political climate.