Our world has changed. In 2021, that’s certainly an understatement. And perhaps nowhere is this more visible than in the workplace.
If you’ve noticed that office talk has gotten a lot more political recently, you’re not alone. If you’re wondering about your rights as an employee or responsibilities as an employer or manager, keep reading.
Talking Politics At Work
There’s no doubt we’ve seen a big shift in how we talk about politics in today’s world. We’re more divided than ever, and more likely to discuss politics just about everywhere – on social media, at the dinner table, in the bedroom, and, critically, at the office.
Talking about politics at work is no longer the taboo it once was. A new survey of 1000 workers found a big drop in the number of people who consider discussing politics at work to be inappropriate. Namely, whereas 43% of workers thought political talk should be off the table in February 2020, only 20% now consider it off-limits.
That means only 20% of American workers think it’s a bad idea to discuss politics with their coworkers. And given how heated politics can get these days, that has big implications for employers and human resources.
In fact, things have gotten so political that Google released new guidelines aimed at curbing distracting political debates, letting their employees know that “disrupting the workday to have a raging debate over politics or the latest news story” was not welcome. Clearly, this is an issue that affects all workspaces and companies, big and small.
Of course, there would be no problem if everyone on your team shared the same politics, or if they’re already sensitive to and respectful of differences of opinion. But politics has never been more divisive than it is today, and employees are under extra stress.
In fact, according to this survey by mental health provider Ginger, about 7 in 10 employees say that the pandemic is the most stressful time of their entire professional career. Not surprisingly, we’ve also seen large increases in new prescriptions of antidepressants, as well as anti-anxiety and anti-insomnia medications. We’re all struggling.
And with so much remote work now, employees are more likely to feel disconnected from their team (find some strategies for empowering remote workers here). The sad truth is that computer screens create a false sense of anonymity. Some staff members will treat their coworkers much differently over email, group chat or Zoom than they would face-to-face in the office.
Combine all these factors, and you have a recipe for a workplace environment that can get toxic quickly. Employers and managers will certainly want to curb the most disruptive debates, without stepping on toes or creating legal issues surrounding free speech. This is definitely an area where management needs to tread carefully.
Managing Politics At Work
When it comes to the infamous Thanksgiving dinner table debates, how you handle yourself is a personal choice. But at work, how you handle toxic politics has legal implications, as well as implications for morale, team unity, and productivity.
While employees can discuss politics, this is an area best avoided by managers. Remember that your words and actions will reflect on the company as a whole.
In fact, according to employment law attorney D. Albert Brannen, managers should avoid talking about the following subjects:
- Race and ethnicity
- Romance and sex
- Religion
- Health issues
- Drug and alcohol use
- Personal finances
- Politics
- Off-color jokes
These topics can put you at risk of a lawsuit, yes, and they can also lower morale. Ultimately, your goal as a manager is to prevent arguments. One of the best ways to do this is to avoid the topics likely to start them.
So how to prevent political debates from becoming heated and personal?
First, it’s important to have clarity about your expectations. How can your people know how you expect them to behave at work, unless you tell them?
If you haven’t updated your employee handbook and workplace policies already, now’s a great time to do it. Clearly defined workplace policies can help you improve communication and share your core values and objectives.
Your employees represent your company, and as such, you are allowed to demand a certain level of professionalism from them. Many people think that the First Amendment protects them in the office, which is not quite true. While some speech is protected at work – namely speech about wages and labor conditions – the First Amendment only prevents the federal government from curtailing speech.
That means that in most states, employees can be fired for what they say – or for what they post on social media. Only California, Connecticut, South Carolina and Louisiana have statues in place that allow employees to freely express political views at work.
States with employment-at-will laws allow for employees to be fired for broad circumstances, which can include expressing political views. Note, however, that labor unions and other factors can impact your right to fire employees for these reasons, which is why termination is generally best as a carefully-taken last resort.
In my experience, firing an employee for toxic behavior is challenging, and it must be undertaken carefully. That’s why I offer complimentary consultations to companies, to help ensure they have the proper policies and documents in place beforehand – book yours here.
And remember that people don’t always perceive things the same way. We all grow up in different environments with different styles of communication. What may be aggressive to one person may actually feel quite mild to another. So speak with your employees privately and let them know how their language and behavior may be being perceived. Try to have some specific examples on hand of their inappropriate behavior. Document, document, document!
Move Past Politics
As a leader, you’re responsible for your employees, and that includes being sensitive to their mental health. That’s why a truly effective leader will help curb political debates, but also understand why some employees may be acting out aggressively in the first place.
When someone is stressed out and burned out, they’re much more likely to lash out at their coworkers. Politics is more likely to get heated, and attacks are more likely to get personal. Sometimes, toxic politics can be a cover for deeper issues.
While it’s not acceptable, as a leader it’s your job to understand not just the behavior of your employees, but the root causes—their health and safety depend on it. Perhaps your overly-political employee is struggling with something in their personal life, having a serious issue with a supervisor or co-worker, or generally unhappy with their job for some reason.
So it’s your responsibility to help your employees and ensure they have the resources they need to perform their job well – whether that’s counselling resources, career development training, or simply offering a friendly ear.
And toxic employees are toxic employees, no matter what topic is at hand. They can be a huge distraction, negatively impacting everyone’s productivity and happiness. In fact, studies have found that toxic people cause others to feel decreased job satisfaction, sleep problems and increased stress.
Find more tips on dealing with difficult employees here.
Finally, remember that allowing for diversity and inclusion in the workplace also means allowing for differences of opinion. Your organization needs to respect all differences and realize the value those differences bring to the table. You want to create an environment where everyone is welcome, and where they feel the respect and support of their peers and management.
Contact me today to start creating a more diverse and inclusive workplace culture.
Business Leadership, Team Management