While employees have signaled in various surveys this year that they generally prefer not to discuss politics at work, the intensity of the current election and its results may inevitably lead to workplace conversations. This election resulted in high emotions for many.
Managers should be trained not only for handling political discussions but for navigating any challenging conversations that may arise at work. By developing this ability to “communicate across differences,” managers can foster trust and openness, helping to handle tough discussions that can ultimately benefit workplace culture in the long term.
Here are three strategies that employers can use to help keep the workplace environment balanced after this highly divided election.
Provide Managers with Conversation Guides and Foster an Open-Door Culture
- HR professionals can support managers by providing them with conversation guides to approach employees who may be feeling unsettled. Sometimes, these guides can be as straightforward as questions like, “I know there’s a lot going on. How are you doing?”
- Managers should be prepared to listen sincerely, making it clear that they’re inviting conversation, not requiring it.
- Additionally, leaders can remind employees of available resources, such as Employee Assistance Programs (EAPs) and employee resource groups, if they wish to use them.
Set Clear Expectations and Boundaries
- HR teams can also empower managers, who often have a full plate of responsibilities, by helping them establish boundaries.
- It’s also essential that managers have access to support channels when they feel overwhelmed. Peer support groups and employee resource groups (ERGs) can be beneficial here.
- If a disagreement escalates and a manager must step in, it’s important to balance accountability with support. Start with active listening and then tie the discussion back to the organization’s core values. Managers should also feel equipped to act if a situation requires accountability.
Anticipate Who is Most Likely Impacted
- Organizations should consider which groups of employees most likely feel the most affected by the election’s outcome.
- Issues like political violence, discriminatory language, or other distressing factors could exacerbate tensions at work. Employers should keep those most impacted in mind when setting policies or expectations, ensuring a thoughtful approach to inclusivity and well-being.
- Be patient and give employees time to accept the results.
By Heather Nezich, courtesy of SBAM-approved partner, ASE.
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