In many workplaces, there’s a common belief that personal politics should be ‘left at the door.’ However, in today’s increasingly political world, how realistic is this approach? More importantly, how can we navigate these challenges more effectively?
The UK has just been through a tumultuous general election, and regardless of the outcome, many of us may feel battered and bruised by the political turbulence. As the dust begins to settle here, our friends and colleagues in the US are gearing up for their own election this November. But it’s not just governmental politics making its way into our daily lives.
From the European Championship to the climate debate, politics influences everything, making it increasingly difficult to leave it ‘at the door’ with each new national or global discussion. For business leaders and managers, finding the delicate balance between mitigating workplace conflict and understanding the emotional and psychological needs of employees suffering from political anxiety is a tough challenge.
This is especially true as the generational gap between employees widens. A recent survey found that a quarter (24%) of Gen Z respondents reported experiencing workplace conflict due to opposing political opinions.
Setting clear boundaries
While having clear boundaries about what constitutes appropriate discourse at work might seem like a simple solution, it’s not as straightforward as it appears. A strict ban on political conversation can lead to resentment, with employees feeling their right to free speech is being compromised. On the other hand, ambiguous policies can cause confusion. So, how can managers ensure expectations are set and met effectively? HR experts recommend creating policies rooted in the company’s core values, emphasising the importance of respect, equality and valuing others. It’s also wise to remind team members of existing policies on harassment, discrimination, and bullying. Additionally, having department leaders or team managers undergo specialised training on this topic can be beneficial. This training can help them communicate expectations clearly, guiding employees on how to engage in political discussions respectfully, rather than trying to eliminate such conversations altogether.
Refrain from judgement
In times of political intensity, emotions run high. Political anxiety can significantly impact employees’ morale and well-being, as well as their ability to work comfortably. People may feel vulnerable or concerned about their future. Creating safe spaces for employees to address the root causes of their concerns is crucial, whether it’s fear over the financial repercussions of a particular political outcome or fear of marginalisation from colleagues. It’s important to ask them questions: Why do they feel this way? What are their concerns, and how can you help mitigate them? For many, the frustration with politics stems from feeling unheard. By cultivating a culture where employees feel they can engage with their employers about political concerns proactively and openly, you can minimise the potential for these anxieties to become trigger points in general conversations.
Find ways to destress
While it may not be possible to leave politics at the door, you can certainly encourage people to hang them on the hook for a while. Just like with any period of intense stress, teams can benefit from being reminded of how much they are valued and the importance of working together towards common goals. Team-building activities help break down barriers—whether it’s attending a training session, participating in a team-building exercise or enjoying a lunch outside the office. These opportunities to decompress can remind everyone that there’s a wider world beyond the current political climate.
You might be thinking, “The election is over; isn’t this advice coming too late?” In fact, now is the perfect time for business leaders to reconsider their approaches and policies regarding politics at work. As the dust settles, the past few months provide an excellent opportunity for reflection and growth. What did you handle well? What could have been managed better? What needs to be put in place moving forward? Evaluating these aspects now will help you build a more resilient and cohesive workplace, whatever the future may bring.
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