By Beth Schaefer
IPD Director

Despite your best efforts for a creating a respectful workplace for civil discourse (See Part 1 and Part 2 of Politics in the Office), the day after the election, there will be winners and losers.  Do not assume everyone on your team will share your own response to the election results.

And…as the first 2 parts discussed, it is not just about red and blue, but about policies that will affect people’s families, economic status, religious beliefs, and healthcare.  Regardless of who wins, the people on your team will face an unknown future.  And, the unknown can bring fear, and fear can bring stress.

Consider these 10 strategies to assist your team through the most-intense weeks before and after the election:

1. Accept a decrease in productivity.  Just like the December holidays or a warm sunny summer afternoon in Minnesota, the pace of work will slow down.  Plan for it rather than fight it.
2. Plan your schedule and deadlines.  If you know that your team will be especially distracted during the weeks before and after the election, avoid creating deadlines for your most critical projects or project pieces during that time.
3. Focus on work.  While productivity may decrease, you are still in the workplace.  You can direct people to focus on work rather than half-day discussions at the water cooler.  Consider tasks that are easy to complete.  Perhaps that will be a good week to do some “housekeeping” work (updating files, cleaning emails) that improves productivity overall but is easy to do.
4. Model respectful discourse.  If you set political discussion boundaries, remind your team that they are still in effect after the election too.  If you did not set boundaries, consider doing so.  Be ready to respectfully end political discussions that are too long or are disrespectful.
5. Be consistent.  Treat all your team members the same even if their politics are different than yours.   Make sure the guidelines you put in place are evenly enforced.  If someone’s political discourse is disrespectful or harassing, as the leader, you need to address it.  See Part 2 for strategies.  When your team sees that you are serious about a safe space at work, it can reduce their stress.
6. Schedule check-ins.  If you do not currently do 1:1 check-in with your team members, this may be a good time to start.  Use check-in time to see if they are feeling extra stress in general.  You can do this without asking about political preferences. If they are having trouble focusing, suggest work that needs to be completed, but is not too challenging. This is also a good time to address any political talk that is not following the guidelines.
7. Listen with empathy and seek to understand.  Even if your politics are different, you can still listen to why people are disheartened by the results and provide empathy.  See the article Heard! for a review of empathetic listening strategies.
8. Suggest a media break.  If the elections seem to be stressing out members of your team, suggest they step away from media and social media for a few days.  Research is clear that social media can compound stress.
9. Be ready with resources. Have your organization’s Employee Assistance Program links at the ready.  Share them with individuals as needed or proactively share them with your team.
10.  Care.  While this article is framed through the lens of workplace productivity, genuinely caring about your individual team members is one of the best ways to help them avoid burnout– whether it is due to the election or any other endless factors that contribute to life and work stressors.

Follow Up Note: In the Part 2 article, I failed the beginning assessment for leaders.  I am happy to report that since I wrote that article, my organization provided training to staff and leaders on what types of political activity are acceptable in our workplace.  The session was informative and clarified several guidelines for me.  Since I work in education, our workplace guidelines are probably a bit trickier than most, and that made the training all the more helpful.

By Beth Schaefer
IPD Director

Quick Quiz

1. Does your workplace have a policy about discussing politics in the workplace?
2. Does your workplace have policies on political ads in your office window, on your desk, on a button for your lapel or a T-shirt you wear?
3. Do you know what those polices allow and prohibit?
4. Do you know how to enforce it as a leader or how to diplomatically inform a coworker?

Here are the answers that I had before I did the research for this article:

1. Maybe
2. Maybe
3. No
4. No

Yes, it’s a Problem.

In Politics in the Office: Part 1, I wrote about my personal uncomfortable experience with political discussions in the workplace; however, research shows that I am not alone.

• 60% of American workers find political discussions in the workplace UNACCEPTABLE, yet 50% of us admit to engaging in them.
• 42% of American workers report that “political disagreements” with coworkers affect their work production.

Yes, it’s more of a problem now than in the past.

Elections are not new, but our political discourse has evolved along with our workplace behaviors.

• Lines between work and personal life have blurred – driven by remote workers, but also by the American workplace becoming more flexible with families (like many other countries). In the past, your coworkers’ personal lives and political views may not have been integrated into workplace discussions.
• Political discourse has become more divisive. Many political leaders themselves model rudeness and cancel culture instead of conversation and collaboration.  Where you maybe once just disagreed with someone’s vote, now you feel pressure to be suspicious of their character for a differing political view.
• Federal policies have a larger impact on our family lives from the taxes we pay, to the cars, appliances, and windows we purchase, to the healthcare we can receive, to our families immigrating and joining us. Almost 50% of Americans fear changes brought by political elections – regardless of which side wins. This fear makes it difficult to ignore the sidebar of the national election going on outside work.
• In addition, the stress and fear of the election can affect workers’ mental health – which in turn affects your team.

All of these add up to politics being more intrusive to work production now than in the past.

You have options as coworkers and leaders.

Both coworkers and leaders should resist using politics as a reason to demonize people.  This affects workplace relationships and contributes to a disrespectful culture that almost all workers agree they do not want as part of their workplace.

Here are some things you can do or say over the next two months to navigate politics in the office:

As a Coworker

Be aware of others.

• You may enjoy a good political debate, but others may find your conversations draining and time-consuming, so much so that their work performance can suffer, adding stress they do not need.
• Look at body language and listen to coworker statements to gage who may be interested in a political discussion at the water cooler or lunch room, and those who are not.
• Do not assume your coworkers have the same political views that you do, putting them in the uncomfortable place of debating you or dodging you (see Part 1).
• If you are passionate about a topic, consider constructive ways to share your political views and influence policy outside your workday.

Be aware of yourself.

• Know your own specific triggers to help you regulate your emotions at work. For instance, if you have a family member affected by immigration policy, have a statement ready, such as, “This topic frustrates me.  While I know there are two or more sides to every issue, I have family directly impacted which makes it difficult for me to have a neutral conversation with you.”
• If you know that you do not want to discuss politics at work, be ready to dodge engagement. Have some phrases at the ready such as:
  • “I have put myself on a newsbreak, so I would prefer we discuss something else.”
  • “I have too much work to get done right now to do justice to discussing this important topic.”

Be aware of workplace culture.

• • Know your organization’s policy on political discussions. What does the employee handbook say? Can you wear a political T-shirt or button?  Or hang a poster in your office window?  In most states, employers are allowed to make rules about political affiliation.
  • Be aware of social capital. While you may not get fired for discussing politics in the workplace, being aggressive on your viewpoints could affect how others work with you (or not) beyond the election results.
  • If it’s your boss making political statements that are racist or sexist in nature or your boss is not taking actions to squelch inappropriate comments from others, consider submitting a confidential complaint to human resources.
  • Mind your social media. If your social media promotes racism, harassment, discrimination, or threats, employers will need to address it due to liability issues.

Be ready if you engage.

• • If you choose to engage rather than deflect or avoid, view it as a learning opportunity not as the chance to change a vote or change a mind. A sidebar office conversation is unlikely to change anyone’s vote.
  • To open a conversation where you aim to understand another’s point of view, you can try, “I know how I feel about minimum wage law, but I am curious to hear why you feel so differently than I do about it.”
  • If confronted with political viewpoints that you do not want to agree to, have some phrases at the ready based on how much you want to engage in discussion:
    • “I have not had time to research that issue yet. It appears to be quite complex. I will need to discuss it another time.”
    • “I have a different perspective. I do not want to change your mind, but maybe we could schedule time outside of work to discuss our differing perspectives to better understand each other.”
  • Have an out. At some point, you cannot spend the whole work day in the deep conversations necessary to truly understand someone else’s viewpoint on human culture or freedoms.  Be ready to agree to disagree and return to work.  Try a phrase such as, “I appreciate this discussion, but clearly we will not reach agreement today, and I have items in my inbox to get to.”

As a Leader

Know the rules.

• Know the written policies of your workplace for political discussions. Educate your team on them as needed.
• Know the unwritten rules of your workplace when it comes to political discussions. Help your team, especially new members, navigate the culture.
• If you are a leader with no guidance from your organization…well, it may be too late for this election cycle, but suggest they tackle this topic before the next one.

Know your staff.

• • If political discussions are polarizing and disruptive to the team’s work, consider having 1:1 conversations to raise your concerns on unintended consequences and suggest alternative times and places for political discussions to take place.
  • Note the effect on your individual team members. Even if a team member does not speak up, if you are aware that an election outcome will drastically change their life, handle the emotional situation the same way you would handle other factors that affect mental health.

Set the example.

• Be ready to pivot the team conversation when it interferes with work production. “While I do not think we will agree on gun laws today, I think we can all agree that we need a new strategy to streamline the invoice process. Tell me the latest barriers you are experiencing.”
• Be ready to squelch conversations that are against workplace policy, “The tone of this conversation is not appropriate for our workplace culture and goes against our policy on (fill in the blank). It is time to end this discussion and focus on our work.”
• Be ready to privately follow up with individuals whose comments violate HR policy. “You can state beliefs on gender outside the workplace, but when you are at work, our organization believes (fill in the blank), and you need to follow our policy.”

Hopefully, having some strategies and phrases at the ready will help you navigate this election and keep the workplace productive and respectful.

Part 3 of Politics in the Office will discuss the legalities of politics in the workplace along with supporting your coworkers post-election.

Resources for Political Discourse in the Workplace

Discussing Politics in the Workplace

6 Dos and Don’ts of Talking Politics at Work

Dos and Don’ts of Politics at Work

Career Advice for Politics at Work

Talking Politics in the Office