If the thought of enduring another presidential election while managing workplace politics has you reeling, you’re not alone. The Biden vs. Trump campaign, the ensuing years of political shenanigans, and a pandemic to top it off have been troubling and perhaps even traumatic for you. It may have even affected your work environment, causing rifts between colleagues, off-topic discussions in meetings, and discussions that caused lingering damage.
A recent NBC headline read “Is America ready for a Biden vs. Trump sequel?» speaks to the essence of the matter. It is not a presidential election that we are tired of. It is the “culture wars” that accompany it. As the election ramps up, it will push us back into current issues and debates like abortion, LGBTQ+ progress, gun control, and more.
How to handle politics at work during an election
Almost in 2020 half the workers reported that the election affected their productivity. So again, business leaders have a decision to make—will they try to limit election chatter at the water cooler, in the minutes of discussion before a Zoom meeting, and in employee chats? Will they take a public stand for their company’s electoral position? Could they create space for electoral discussion in a formal way in their workplace? As 2023 draws to a close and the election year begins, decisions about how to handle politics at work are looming.
“Organizations need long-term plans to deal with the stress and anxiety of election defeat, political differences, and the impact this has on employee performance and well-being,” says Stephanie Bolster McCannon, organizational psychologist and wellness coach. “When individual values are at stake, emotions run high. Helping each person identify common and shared values and helping employees focus on them will help build collaborative relationships during turbulent times.”
Here’s how business leaders and managers can be proactive about the upcoming election and think deliberately about their strategy for managing election-related emotions, debates, and the potential drop in productivity.
Say what you want, not what you don’t
It’s easy to overlook the fact that you’re running a business or building a business as a key team member, even in the face of political climates. In this, McCannon says, you have “responsibility for productivity.”
“The corporate policy that works best will be directly linked to the company’s values. Focus on what you desire, expect and value. Staying on the positive side of values and stating what is wanted reduces resistance and friction,” he says. He uses a simple example from his childhood: Tell your kids to walk home, don’t say “don’t run.” Similarly, clearly state in positive language what you are doing I am doing We want: “We respect all people”.
For example, if you want to eliminate political discussion during work, clearly explain when is accepted. John Truong, managing director and attorney at Alliance Compensation & Litigation Lawyers, says his firm takes that approach. “We advise staff to discuss politics respectfully outside of working hours. We also provide resources for employees to learn about issues and vote. This creates an experienced workforce.” He adds that their HR department is ready and willing with an open door policy to assist with disputes or resolution.
Update your policies and procedures
Time to dust off that dusty manual (which hopefully is no longer in actual book form). Policies and procedures should include and address the following, McCannon says:
- Zero tolerance
- Safe spaces
- Time off for voting
- How to redirect conversations
- See something, say something
Don’t forget hybrid workers in these conversations, as these policies still apply to etiquette outside the office walls. These processes may need to be reworked if you haven’t worked with them since the pandemic or since implementing hybrid work environments.
Plan your stress-reducing office to prepare for election season
Consuming too much news, political or otherwise, can wear you or your employees down. But you do have control over company-wide work climates to a degree. You can create a safe haven for employees where the news isn’t constantly in the background.
“The news itself is stressful at any time. It is wise for organizations to have a no-news policy during business hours,” says McCannon. “This reduces productivity loss overall and keeps politics away from the TV in the break room while creating a safe zone for all users.”
Managing workplace politics doesn’t mean pretending big election events don’t exist. “Account for employee distractions. People tend to get distracted by the stress and excitement of the election season, so it’s essential to reschedule your schedule to account for reduced productivity,” says Hardy Desai, founder of Supple Digital. “Instead of putting pressure on your stressed-out teammates, you can even move meetings as far away from Election Day as possible to give employees time to process their emotions without having to be ‘on.’ Adjust project schedules accordingly so employees don’t face additional pressure to complete mission-critical work when they feel distracted.”
Protect your work environment from crisis in advance
You’ve heard of safe spaces – now might be the time to cultivate one. “Organizations like Holonix Leadership & Organization Development they specialize in supporting organizations in creating psychologically safe and productive environments,” says McCannon. He recommends forming a group to find common ground outside of politics.
“It is vital for everyone to recognize that we have biases, what they are and how they are activated. Educating employees and staff to understand their feelings about other colleagues that stem from “I can’t trust them because we disagree” is normal. Diversity education and training is especially helpful and a great reminder of how to maintain respect in the workplace before big news,” she says.
Some businesses are also preparing for different strategic moves based on election results in advance. “We look at our financial budgets and project different scenarios based on each possible election outcome,” says Gillian Dewar, chief financial officer at Crediful. “Since so many factors are unknown until we see what happens after the election, we’re not making big moves until we know what we’re up against. But with the best, worst, and most likely scenarios planned out, we won’t have to waste time struggling or making quick decisions without thinking them through. We already have these plans in place so we can move quickly to meet changing needs.”
Don’t avoid the hard stuff
This is no time to hide under a rock. Instead, Lindsey Paoli, a corporate mental health consultant in Nevada who helps corporate leaders prioritize mental health in the workplace, says to face the hard stuff head on.
“Companies do themselves and their employees a disservice by trying to remain neutral and tight-lipped in an attempt to avoid ruffling feathers in times of controversy. Chances are, company leaders align with their political views and lean one way over the other for what’s best for their business,” he says. Instead, opt for open and productive conversations and a shared decision-making environment with clear explanations of processes.
“This really works for the company at its core, helping to find and retain employees who align with the company’s core values because those values are clearly stated and practiced on a daily basis, not just during election season. Paoli adds.
But, he warns, do it with the right intentions. “It’s also important to note that companies that do this well don’t do it in an attempt to sway employees who might disagree, but instead by leading with conviction and transparency. People are naturally drawn to strong and decisive leaders, and avoiding controversial and divisive issues in leadership actually implies a weakness that will do more harm than good in any workplace.”
After all, developing a positive culture even in a pre-election period starts long before the elections. Today is a good time to start.
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