The aftermath of a divisive election season and the recent transition to a new U.S. President can leave workplaces feeling tense and polarized. Political discussions can easily escalate into conflict, affecting morale and productivity. This article provides guidance for both employers and employees on how to navigate political disagreements and manage emotional reactions in the workplace, fostering a more respectful and inclusive environment.

The Impact of Political Discussions on the Workplace

Although engaging in conversations that invite differing viewpoints can be productive, political conversations in the workplace that escalate into high-tension conflicts can have far-reaching negative impacts if not managed well.

  • Increased tension and heated arguments can arise from deeply held personal beliefs.
  • Decreased productivity can occur as unproductive conflict can reduce focus, morale and collaboration.
  • Divisiveness can develop as political disagreements create employee cliques, making it difficult to maintain a unified team.
  • Potential for harassment and bullying exists, especially if discussions become hostile or demeaning.
  • Legal risks may occur, for example, if political discussions cross into areas covered by anti-discrimination laws or the National Labor Relations Act.

Guidance for Employers

Employers play a critical role in shaping how political discussions are handled in the workplace, and how to prevent those discussions from escalating into destructive conflicts among employees. While private sector employers can set reasonable restrictions on political expression, they must balance this right with the need to foster an inclusive environment. Here’s what employers should consider doing:

  • Establish Clear Guidelines: Develop policies that define acceptable and unacceptable workplace political expression and apply those policies consistently across the workforce. Set clear boundaries for political discussions on company communication channels. Consult your organization’s human resources and legal departments, as appropriate, for additional guidance.
  • Be Proactive: Communicate policies on political speech and expression early and often. Partner with your organization’s human resources department to offer support and resources for employees who may feel tension and stress related to difficult workplace discussions, such as employee assistance programs (EAPs). Be aware of federal, state and local laws protecting employee speech.
  • Foster an Inclusive Environment: Emphasize values like respect, inclusivity, and collaboration. Remind employees of the organization’s mission and values and how those connect to workplace behavior. Emphasize that everyone contributes to creating a productive and inclusive workplace, regardless of political beliefs.
  • Lead by Example: Managers should model respectful, civil behavior. Consider speaking with employees about how to have respectful discussions that allow for multiple viewpoints without escalating to uncivil or inappropriate behavior.
  • Address Conflict Promptly: Be aware when political discussions occur at work and intervene before escalation. Provide clear channels for reporting harassment, discrimination, or other inappropriate behavior.
  • Provide Training: Offer training on anti-discrimination, anti-harassment and retaliation as well as topics such as respectful dialogue, conflict resolution, active listening, and emotional intelligence. Equip managers with tools to de-escalate tensions and manage difficult conversations when needed.

Guidance for Employees

Employees also play a direct role in maintaining a respectful and professional workplace. Here’s how employees can manage political discussions with colleagues, and manage emotional reactions:

  • Set Boundaries: If uncomfortable, politely redirect the conversation. Recognize if a discussion is too heated, and you may need to disengage by stepping away or rejoining the conversation at another time.
  • Practice Active Listening: If you choose to participate in a conversation involving differing opinions, listen to understand colleagues’ perspectives rather than to debate or reach any specific conclusion. Try to find common ground.
  • Communicate Respectfully: Refrain from using accusatory language and instead, use “I” statements to express how you feel. Avoid personal attacks and be mindful of colleagues’ boundaries. Be aware of how your political conversations might affect people within earshot.
  • Manage Your Emotions: Recognize when you’re feeling activated*. Try to remain calm when disagreements arise. Take a deep breath or a break. See below for more suggestions on managing emotions during difficult conversations.
  • Seek Help: If you are offended or a co-worker’s comments interfere with your work, notify someone in management that you trust and seek support.

Managing Emotional Reactions to Political Conflict

Below are tips to help you better manage your own emotional responses during politically charged or other difficult discussions:

  • Know Yourself: Be aware of what topics provoke a strong emotional reaction in you.
  • Take a Break: If you feel overwhelmed, take a breath, focus on your breathing, take a break, or remove yourself from the situation.
  • Practice Mindfulness: Observe your feelings without judgement. Remind yourself that your emotions don’t have to control your reactions at the moment. Consider employing mindfulness practices such as meditation, yoga, extended breathing techniques, or guided imagery to promote emotional regulation and build resilience in the face of tension or challenging events.
  • Seek Support: If you’re struggling to manage your emotions, talk to a trusted person or use employee support programs.

Navigating political discussions in the workplace requires balance between respecting individual rights and the need for a productive work environment. Organizations can work to foster a culture of respectful dialogue and encourage employees to find common ground, even when there are differing viewpoints. By implementing clear policies, providing training, and prioritizing respect and empathy, employers and employees can navigate political tensions constructively. The aim is to foster understanding and collaboration where everyone can thrive at work.

 

*We’ve chosen to use the word “activated” in the above article rather than the word “triggered” to avoid language or terminology that can often be inflammatory or connected to trauma and violence to describe a strong negative emotion in response to a situation that’s disturbing you in some way. We encourage readers to reflect on the language you use as well.