Let's Talk Politics. Or Not.

The 2024 presidential election discourse is only going to get louder and hotter in the media, social channels, neighborhood bars, the family dinner table, colleges and universities, and a slew of other gathering places where people from all types of backgrounds are insisting that voting for their candidate is the only right decision. But what about in the workplace?‍

Political divisions, global conflicts, immigration, the economy, an increase in race-related violence and hate crimes, and other issues that spark deep emotions all come to a head during the presidential election cycle, and people feel more compelled than ever to share their views about an issue – or a candidate – that they feel strongly about. But instead of having those discussions with friends or family, they are more willing to share their opinions in social media forums, events and other public places – and in the workplace.

So how do you keep political discussions in the workplace from turning into shouting matches and personal insults that damage your company culture and distract from focusing on the business? Address the issue now, before the conversations get hotter.

1. Align the leadership team.  Leaders likely have strong opinions about the upcoming election and the issues that surround it – but sharing those opinions with employees can elevate workplace tension. HiBob’s 2024 Sociopolitics in the Workplace study found that 77% of employees avoid political discussions at work, up from 61% this past year. And 50% of employees feel that sharing a political opinion that their manager disagrees with could harm them and their position at the company. Remind leaders to remain neutral about their election hopes and results. Don’t put employees in an uncomfortable situation.
2. Share company expectations.  Lean into your company’s values and guiding principles for a respectful and inclusive workplace. Not all employees want to have political discussions at work, and that’s okay. Others do, and that’s also okay; respectful conversations among employees with differing opinions can build community and strengthen relationships across the organization. But make sure your behavioral expectations for political (and other) discourse are clear. Remind employees that while you respect their opinions, they cannot represent them as the company’s position. It’s also an opportunity to remind employees of your social media policies, especially if those policies spell out what is allowed when a person has their employer as part of their profile.
3. Support people leaders. Despite the best intentions, civil conversations can become raging debates. Provide people leaders with guidance on how to defuse and redirect escalating conversations. This guidance is especially important for managers of production, distribution and other in-person teams, where it is easier for friendly debates to heat up.

Navigating social tension in the workplace leading up to the November 5^th election is a critical issue to tackle. But equally important: what happens next?

No matter what the election results are, companies will have employees who are disappointed, heartbroken or downright angry – and others who are ecstatic. After all, there’s more at stake than the outcome of a cross-border sports rivalry.  How do we support employees who are experiencing deep despair without impacting the joy that others are experiencing? We need to prepare for that reality now.

1. Acknowledge the tension. A CEO message that recognizes election results and the different impacts on employees will go a long way. Acknowledge the disappointment that some employees are experiencing. Remind employees that the diversity of thought makes the organization stronger and that we are one company. And remind employees to support each other, no matter how they vote.
2. Create safe space opportunities for employees. Employees who are disappointed in the election results may experience sadness and/or anger for some time. They may have difficulty focusing on their work or may struggle with mental health issues. Provide opportunities for employees to talk about how they are feeling and share their opinions in a judgment-free environment.
3. Address the impact of a new administration – but not immediately.  A new administration may bring changes to operations or issues that are important to the company. Acknowledge that there could be changes ahead, but don’t speculate on what those changes or issues might be. Focus on how the company will move forward together to address and activate any business changes that result from the new administration.

Navigating the election cycle well provides many opportunities for leaders and employees to learn how to make the most of diverse perspectives, handle difficult conversations of all kinds and support a respectful and inclusive workplace – skills that will last well beyond the 2024 election.

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