As the 2024 U.S. presential race begins to heat up, so do workplace tensions. No matter where you stand during this election, keeping these debates out of the workplace is imperative. Differing political views can easily lead to arguments that strain employee relationships, damaging feelings of employee inclusivity and well-being. If employee well-being drops, you can expect to see productivity levels drop as well. As Election Day draws near, it is up to HR leaders to curb the flames of political tensions in the workplace.
A Growing Crisis
If you think your workplace is free from political infestation, think again. According to survey results shared at the recent SHRM Conference, 77% of employees would rather avoid political debates with coworkers, but 83% of employees still leave room to discuss politics in the office.
With a considerable number of employees opting to share political opinions at work, it can and has given rise to workplace conflict. In May 2024, SHRM released a survey revealing that as a whole, U.S. workers experience “171 million acts of incivility per day”
This survey doesn’t necessarily mean that all or even most of those acts were politically motivated. However, SHRM conducted another survey after the June 27 debate and discovered that 64% of the responding employees either witnessed or experienced poor treatment at work due to differing political opinions. With a majority of employees reporting mistreatment due to politics, HR leaders should take note and make preparations in the likely case that any of these “171 million uncivil acts” is the result of political controversy.
The Bigger Picture
Stifling political tensions in the workplace isn’t just about promoting a conflict-free environment; it’s about effective leadership and employee well-being. If an employee experiences workplace incivility due to political views, they are likely to feel anything from general insecurity to ostracization among colleagues. With personal views being attacked, employees are unable to feel psychologically safe at work, which is a critical factor in fostering open communication, knowledge sharing, innovation, and creativity—all of which are important to reach any organization’s goals.
It’s this sense of belonging that is deeply connected to employee engagement. Research shows that out of those employees who lack a sense of belonging, only 20% are engaged at work—compared to the 91% of employees who feel the opposite that are engaged.
The data is clear. If boundaries around political conflict aren’t established, your workplace productivity could suffer.
Taking On Tension
If you have started to notice rising political tensions in the workplace, here are three actionable steps your HR team can take to quell this conflict:
- Set Expectations Early: Election Day 2024 is just around the corner, and it is bound to be a source of controversy for many. Set the expectations now that political discussions should be minimal or avoided entirely, depending on what feels right for your workplace.
- Address Misconduct Promptly: Workplace incivility due to political tensions can be multifaceted. Investigate incidents of misconduct to the fullest possible and implement disciplinary measures for acts of political aggression toward employees.
- Foster a Sense of Belonging: Focus on creating a culture of belonging builds from common ground between employees. Host training sessions that encourage employees to work through differences as a team to reach a shared goal.
Final Thoughts
With the previous debate on June 27 triggering workplace misconduct, HR leaders must prepare for any further conflict that Election Day 2024 might bring. However, with consistent proactivity, HR teams can ensure a smooth transition into the next year while ensuring employees of all backgrounds feel safe and accepted.
