Politics may be something we all talk about in the office — but in an election year, particularly this election year, the expression takes on a whole new meaning.
Strong opinions and reasonable criticisms of both major-party nominees can cause employees to polarize. Even employees who typically get along may find themselves involved in tense discussion, or worse.
Friendly conversation or current events can lead to a heated debate. Clashing opinions between employees at different levels of the organization can lead to feelings of insubordination or intimidation. And with social media now ubiquitous, posts on Facebook now bring awareness of colleagues’ political leanings, even if they are not disclosed in the office.
Worse still, consider your most forceful and opinionated staff. Might they engage in political conversations with the intent of persuading others to (or away from) a candidate?
What happens when any of these situations gives way to repeat interactions? Things become far more complicated. While some staff may successfully stay out of the fray or fervently refuse to share their opinions, others may feel pushed, challenged or bullied by these interactions.
Though we might hope that all of this will blow over, we are still more than three months from the Nov. 8 general election. It is these ongoing office politics that threaten to derail a business as they undermine morale, hinder teamwork and damage productivity. They may even lead to more troubling (and potentially litigious) behaviors — all of which are sure to linger beyond Election Day.
The best strategy for keeping these office politics at bay is to get in front of them and plan ahead, as much as is still possible.
1. Review your company policy on social or political behaviors at work.
This may also overlap with your policies on diversity. Are there policies addressing the use the display or demonstration of affiliations, etc.? Do you need to revise these?
2. Determine what constitutes acceptable company behavior.
Some thoughts to consider:
If friendly debate or conversation is allowed, is it limited to lunch and break rooms? Can a person post their affiliation in their office or cubicle?
Is staff allowed to congregate or campaign on company grounds? How does title or role play a part in determining what a person can or can’t say?
3. Consult your corporate attorney.
While First Amendment rights were created to establish political freedom, the workplace is not public property, and therefore is not the appropriate forum for enacting those rights. What steps can you take legally?
4. Engage your staff.
Be clear with all staff about the company’s position regarding these actions. Create a clear path for staff to follow should any concerns arise. Be specific about rules and consequences.
5. Be consistent.
Nothing is more troubling or will lead to more discord than allowing some individuals to express their beliefs freely while others are held accountable. This is especially true if the rules seem to favor a certain individual, a particular rank within the company, or a given political party.
As the major-party nominating conventions come to a close, the general election campaign between Donald Trump and Hillary Clinton promises to be as contentious as any in memory. That acrimony doesn’t have to spillover to the workplace.
