In today’s polarized political climate, political discussions can often spill over into the workplace. And while some open dialogue can be healthy, too much talk of politics can lead to tension and conflict among colleagues and increase employee stress and anxiety. In this week’s blog, we discuss ways workplaces can help employees cope with the upcoming election and preserve a respectful, productive environment for all.
The American Psychiatric Association revealed that 73% of U.S. adults are feeling anxious about the upcoming election.1 With a constant barrage of news and information, especially from social media, it’s not surprising. Talk of politics is something that was once taboo at work, but in our current politically charged environment it has a way of seeping in. Political discussions at work can ratchet up stress and anxiety, strain professional relationships, decrease productivity and negatively impact company culture.
So how can we approach this election season at work with a well-being mindset?
There are ways that your organization can help employees cope with the uncertainty and stress of the election while maintaining a workplace environment where employees feel respected for their diverse opinions. Here are some ideas…
What leaders and managers can do.
Model appropriate behaviors. Employees look to leaders as role models who show respect for diverse opinions; engage in respectful, healthy dialogue; avoid making inflammatory or derogatory remarks; and set healthy boundaries for themselves and others.
Create guidelines for how teams should communicate with each other. Examples of ground rules might include:
- Listen actively, be respectful and show grace when others express their views.
- Approach differing viewpoints with curiosity rather than judgment.
- Practice benefit of the doubt.
- Embrace the discomfort of difficult conversations.
Practice psychological safety. Psychological safety—which means employees feel safe speaking up, sharing opinions, and disagreeing openly without fear of negative repercussions—is important in the best of times, and even more important in times of turmoil. Urge managers to practice psychological safety within their teams so people feel included and comfortable bringing their authentic selves to work.
Check in with employees. During one-on-ones or at the beginning of team meetings check in on employees’ emotional well-being. Ask people how they are feeling, validate those feelings and ask what resources or actions would help.
Have a plan. Convene the leadership team now to craft a unified message for how the organization will respond (or not) to events both pre- and post-election.
What HR can do.
Know company policies. Be familiar with organizational guidelines regarding political speech or activity in the workplace and communicate them to employees.
Foster a culture of respect. Regularly reinforce the importance of mutual respect and professionalism. Recognize and reward instances of employees who have navigated difficult conversations well.
Communicate policies around voting. Many organizations offer time off or flexible work schedules to allow employees to vote in their communities. This is a good non-partisan way to support the overall voting process. Be sure employees know what’s available to them and encourage them to exercise their right to vote.
Offer training. Both pre- and post-election, HR can offer workshops on respectful communication and conflict resolution, or augment current trainings to include scenarios related to political discussions in the workplace.
Create safe spaces. Designate neutral areas where employees can take breaks from potentially stressful conversations. Consider offering meditation or quiet rooms. Ensure employees have a way to report concerns confidentially. Employee Resource Groups (ERGs) are another way to give employees a safe place to express their views and concerns.
Remind employees of support resources. Employees experiencing election stress and anxiety should know about mental health counseling services or Employee Assistance Programs (EAPs) you offer.
What employees can do.
Set healthy boundaries. It’s important to limit exposure to election news and social media, or come up with some rules around consumption—for example, twice a day or only at lunch time. Employees can also decide in advance how much they’re willing to engage in political discussions at work, and practice polite ways to disengage from uncomfortable conversations.
Practice self-care. Prioritizing sleep, exercise, and healthy eating habits can boost physical health during a stressful time. Stress-reducing activities like short walks, meditation, yoga, or deep breathing exercises are also good ways to engage the parasympathetic nervous system, our internal calming mechanism.
Focus on what can be controlled. As with any stressful situation, it helps to focus on what’s within employees’ control and channel energy into productive actions. These might be hobbies or community activities that take people’s mind off the election, or activities that are directly related—like exercising the right to vote and encouraging others to do the same.
Seek support when needed. Sometimes stress and anxiety can get out of control. That’s when it’s important for employees to reach out to trusted friends or family members or seek counseling from a professional through the EAP or other mental health resource.
Maintain professionalism and find common ground. Encourage employees to look for shared values or concerns. Redirect conversations to work-related topics when necessary. Above all, remind employees that their primary relationship with colleagues is professional, not political.
At a minimum, it’s helpful for leaders, HR and employees alike to acknowledge the shared experience of living through a challenging time. And, remember that most people have good intentions, even if our views differ.
WebMD Health Services can help create and foster a culture of empathy and understanding that increases employee engagement and results in happier, healthier employees. Contact us at connect@webmd.net for help.
