Keeping Politics Professional: HR Tips for Managing Office Politics

It is no exaggeration to say that most Americans have strong opinions about the upcoming election. When discussions get heated or personal, politics in the workplace can cause serious disruptions. Even when such conversations are more respectful than the debates between actual candidates, participants might become resentful.

Even if political arguments seem harmless, they can become disruptive distractions for the entire workplace and create lasting personnel conflicts. This election season, it is important to prepare for political discord and minimize its impact on daily business operations.

How Can Reviewing Office Policies Help?

Rather than waiting until there’s a problem, it’s best to clearly lay out policies and remind employees before incidents occur. Before updating current policies, make sure compliance with the National Labor Relations Act, employee privacy laws in your state, and any lawful activities statutes is maintained. Employees have the right to discuss politics in the office, particularly how it affects their own employment, like minimum wage and policies.

What Does Maintaining Neutrality Entail?

Whenever possible, businesses should remain neutral on political issues and candidates. Unnecessary political theater can alienate potential clients, as well as current and future employees with divergent views. Even those with sympathetic views may be skeptical about whether the public stance is ultimately a marketing stunt.

When employees—especially management—wear clothing and make other displays of their personal political alignment, this can give the impression that the company shares those views. The company’s neutrality may therefore require regulating employee behavior, at least during work hours.

How Can Team Leaders and Management Be Prepared?

Despite adapting to current challenges, managers may be caught unprepared for political flare-ups. When employees respond to controversial comments, situations can escalate quickly. Managers should also avoid questioning employees about political views, as this could lead to feelings of marginalization or persecution. Redirect employees from counterproductive arguments and use the opportunity to boost a performance-based work culture.

How Can Leaders Set an Example?

Managers and team leaders must set an example for employees when it comes to politics in the workplace by establishing a positive and inclusive tone. If managers casually discuss politics in the office, subordinates may assume they’re free to confront their peers over political issues.

Rather than supporting a specific candidate, why not channel that energy into starting a charitable giving program? Supporting a reputable charity can avoid many compromises that come with endorsing a particular political party or candidate, giving employees a cause for more collaboration.

Why is Keeping it Professional Important?

On less controversial issues, your workforce may have enjoyed embracing local sports rivalries and getting to know each other personally. Political issues, on the other hand, often have a strong emotional impact, making it difficult to keep discussions from boiling over. Rather than judging or addressing views, remind employees of their shared professional goals, emphasizing how infighting is counterproductive for the company.

How Should One Respond Quickly and Impartially?

When one employee’s political display goes without a response from management, others may feel free to retaliate, duplicate that behavior, or escalate the situation further. It’s important to respond impartially and follow company guidelines, regardless of whether you agree with the political statements made. The focus should be on appropriateness for the workplace, not on judging the views expressed.

How Do You Separate Online Personal and Professional Life?

Many discussions are getting heated on social media, and “likes” can associate your name with posts you wouldn’t personally choose to “share” on your page. If posting politically controversial content on a personal page, consider using privacy settings to make posts less publicly accessible. Be aware that anything posted (including comments) can still become a liability, even with the strictest privacy settings. Always consider the potential ramifications before posting.

Why Adopt a Social Media Policy?

Regarding employees using social media, businesses may have limited options for controlling behavior outside of work. When regulating employee behavior on social media, especially outside business hours, legal counsel may be needed to avoid overstepping. Some states specifically regulate what measures employers can use to monitor employees on social media.

If employees create an online group to discuss problems with a manager, that communication may be protected by the National Labor Relations Act. If employees make it clear that their posts don’t reflect the political views of the company, it may be safest to avoid policing their personal choices more than necessary. Still, it is important to define boundaries in advance.

How Can You Handle Political Discussions in the Workplace?

The key is to be careful and considerate whenever politics in the office come up. When words are chosen thoughtfully and responsibly, businesses can take a stand on key issues like social justice without aligning with a particular party or candidate. Organizations can help achieve positive change in the community, but lasting change will require working across party lines and avoiding petty conflicts that derail substantive work.