Workplace Communication Guidelines During Elections

US-based employers: over the next few weeks, you're either working around the clock with your managers to protect the healthy norms you've worked hard to create—or watching in dismay as your workplace falls apart. You might have your norms written down on a wall somewhere, and think that's enough to weather this storm. Not even close. You can say the words "collaboration," "respect," "inclusion," and "kindness" all you want, but it's what happens in every team when those norms are violated that defines what kind of organization you are. ⚠️ When team members refuse to communicate with their colleagues who voted for a different candidate, are your managers prepared? ⚠️ When people denigrate or insult their colleagues in Slack or Teams messages or in the chatbox on a video call, are your managers prepared? ⚠️ When a "high performing employee" decides to express prejudiced, exclusionary, and discriminatory ideas about protected groups, are your managers prepared? In workplaces around the country and around the world, these kinds of incidents are far from novel. But when flashpoints happen, like a major election, the fragile balance of a workplace culture is easily upended. Each and every violation that occurs is a test of the norms that workplace leaders purport to have, and when employers fail that test, the consequences can be disastrous—disrupting everyday work, destroying trust in leadership, poisoning team morale and culture, and more. Managers make or break that possibility. 🌱 Your managers must be prepared to mediate conflict. ⛔ Your managers must be prepared to articulate what behavior is tolerated and what isn't. ⚖️ Your managers must be prepared to hold others and themselves accountable for when harm occurs and norms are violated. ⛈️ Your managers must be prepared to support and manage negative emotions, anger, frustration, and grief among their teams. 🚀 Your managers must be prepared to lead by example, even through their own strong opinions or feelings. 📢 And every executive must be prepared to support their managers by establishing expectations from the top, communicating transparently about resources and support options, and coaching managers who need help reaching that standard. If your workplace has taken this challenge seriously, it's already been preparing in this way for weeks and months. But even if you're only starting today, it's never too late to lead.

Navigating Political Discussions at Work, Fostering Trust, Respect and Inclusion In 2024, as we face another pivotal election year, the question of how to handle political discussions in the workplace remains as relevant as ever. Many of us were raised with the notion that politics, religion, and race are taboo topics at work. However, I've come to believe that we should discuss these issues—the key lies in how we approach these conversations. As workplace culture continues to evolve, particularly in our post-pandemic reality of hybrid and remote work, there's an increasing emphasis on bringing our authentic selves to the office. This naturally includes our political beliefs, which are often integral to our identities. The challenge arises when only certain views are welcomed while others are silenced, creating an inequitable environment. Here are some strategies that have helped me navigate political discussions at work: 1. Depersonalize disagreements: Remember, differing political views aren't personal attacks. Practice active listening: Hear others out and ask for the same courtesy in return. In 2024, topics like climate change policy, healthcare reform, and digital privacy laws are likely to be hot-button issues. These can quickly become contentious, making respectful dialogue crucial. Organizations play a vital role in fostering an environment where diverse viewpoints are respected. Some steps they can take include: 1. Providing resources and training on having difficult conversations respectfully 2. Incorporating inclusive team-building activities Ensuring leadership models open and respectful communication If these resources aren't available in your workplace, and you feel unsafe expressing your views, consider these steps: 1. Speak with leadership: Raise your concerns about the workplace culture. 2. Emphasize the importance of all employees feeling a sense of belonging, regardless of their political leanings. 3. Set personal boundaries: It's perfectly acceptable to express your discomfort with certain topics and ask colleagues to respect your choice not to participate in political discussions. 4. Seek common ground: Focus on shared goals and values in your work, which can help build bridges despite political differences. Remember, whether you support any particular candidate or party, you should feel safe expressing your views respectfully at work. Diversity of thought, when approached with mutual respect, can lead to more innovative and inclusive workplaces. As we navigate the complexities of election year 2024, let's strive to create work environments where all voices are heard, differing opinions are respected, and productive dialogue is encouraged. By doing so, we not only enhance our workplace culture but also contribute to a more understanding and cohesive society.

With the 2024 election right around the corner, it's inevitable that political talk will creep into your workplace. And let's be honest—politics today isn't exactly a calm or respectful topic of conversation. As a result, political discussions can quickly escalate into political conflicts and HR nightmares. Just because the world outside may feel divided and hostile, however, doesn't mean your workplace has to be. Here are 5 tips to keep your workplace civil during these most uncivil of times. 1. Set Boundaries Early. The best way to avoid chaos is to set clear expectations before issues arise. Make sure employees know that while everyone is entitled to their opinions, the workplace is not the forum for heated political debates. A clear, respectful policy around political discussions can set the tone and prevent things from escalating. 2. Encourage Respect. Not Agreement. Your workplace doesn't need to be an echo chamber. It's understandable, expected, and acceptable for people to have different political views. What's important is that employees understand how to respectfully disagree. Differences in opinion cannot turn into personal attacks and other hostilities. It's about keeping things civil, even when there's disagreement. 3. Keep the Focus on Work. Here's the truth: you hired your employees to do a job, not to debate candidates and policies. If political chatter starts interfering with productivity or creating tension, it's time for a gentle reminder that the focus should be on work, not politics. 4. Model Empathy. As a leader, it's important to model the behavior you want to see. Encourage active listening. Empathy doesn't mean agreeing with everyone, but it does mean trying to understand where someone else is coming from. If your team sees you handling differing views with grace, they're more likely to do the same. 5. Step in When Necessary. If things do start getting heated, don't be afraid to intervene. Sometimes a calm, direct reminder of company expectations is enough to diffuse a tense situation. And if things go too far, be prepared to take appropriate action to protect your employees and your culture. The bottom line? As the employer, you set the tone for civility and respect within your business and among your employees. Let's strive to keep our workplaces professional, even when the world outside feels anything but.

📢 People Leaders: With the US Presidential election around the corner, there’s no doubt it’ll bring up a spectrum of emotions, perspectives, and sensitivities that echo throughout our workplaces. As leaders, we are critical in guiding our teams through these moments with a balanced, empathetic approach. Here are a few practices that can help keep us grounded in our values, while supporting our politically diverse teams: ➡️ Acknowledge the Climate, Don’t Sidestep It: Let’s not pretend the election is not on people’s minds. Acknowledging that heightened emotions are natural and expected shows we’re aware and prepared to provide understanding and flexibility rather than looking past them. ➡️ Lead with Listening: Conversations might surface naturally, and when they do, remember to listen more than you talk. Lean into curiosity, assume nothing, and meet people where they are. By keeping the space neutral and open, we communicate that our goal is support, not opinion. ➡️ Set the Tone for Respectful Exchange: It’s essential that teams feel safe, especially when opinions differ. Encouraging respect and curiosity—over debate—reinforces a culture where people feel their perspectives are valued, no matter how different they may be. ➡️ Reinforce Core Values: Now is a great time to remind everyone of shared values. When inclusivity, respect, and empathy are top of mind, they strengthen our foundation and help us move forward as a united, resilient team. ➡️ Prioritize Well-Being: Elections can be exhausting. Remind your staff of the resources available and encourage them to take the necessary self-care time. As leaders, we should model this approach by valuing balance and resilience. Challenging as they can be, moments like these provide a powerful opportunity to lead with authenticity and care. Lean into them by staying rooted in shared values and showing understanding. It's the best way to build trust—and that will sustain us long after the election. #Election2024 #WorkplaceCulture #InclusiveLeadership

As leaders, our teams look to us for stability and empathy, especially during times of heightened emotions like election cycles. This election is arguably one of the most important in our lifetime. Tensions could be high, especially with your employees who are women and/or LGBTQIA+. Here's how to show up and support them: Create safe spaces for open dialogue: If politics come up at work, encourage respectful and constructive discussions without the expectation that everyone participates. Let them know it's okay to disengage from political topics if they wish. Promote balance and well-being: Share mental health resources and encourage time off if needed. A little self-care can go a long way when tensions run high. Foster a culture of respect: Remind everyone of the company’s values regarding inclusivity and respect for diverse opinions. Lead by example: Demonstrate composure and empathy. Your calm approach will set the tone for the team. Stay informed and supportive: Know what resources (e.g., wellness programs or counseling) are available and remind your team they’re there to support them. Elections come and go, but our commitment to ensure all of our colleagues feel safe and protected is vital.

Here is a note I shared with our Tealium Managers and Leaders . . . I thought I would share it within our network. Hello, Leaders and Managers, This note is directed primarily to our U.S.-based managers and leaders but also recognizes that our work spans regions, meaning the impact of current events can resonate across our entire organization. As we approach the final stretch of one of the most contentious U.S. presidential elections in recent history, I wanted to share some helpful tips for us as leaders of teams for navigating the heightened emotions and tensions during this time, especially given how this environment may affect team interactions and collaboration. Foster a Respectful Workplace: - Reinforce our WOWs culture, emphasizing the importance of valuing diverse perspectives and maintaining professionalism, regardless of personal opinions. - Set clear expectations that conversations should remain respectful and avoid political debates that could cause division or discomfort. - Encourage empathy and active listening among team members to promote mutual understanding. Be a Role Model for Neutrality: -Maintain a neutral stance in our work environment and avoid expressing political preferences to prevent influencing or alienating employees. As leaders, our role is to create a safe and inclusive environment for all. -Model appropriate behavior and redirect conversations if they veer into sensitive political territory. Prepare for Potential Conflict: -Proactively address any signs of conflict or discomfort related to political discussions and step in early to de-escalate situations. - Contact HR to partner to help resolve disagreements fairly and impartially if you find issues escalating and need assistance. Acknowledge the Climate but Stay Focused: -Acknowledge that the election season can be intense, but emphasize the importance of remaining focused on the team’s objectives and responsibilities. -Offer employees gentle reminders that the workplace is a space for collaboration and ...productivity, not political advocacy. By each of us leading the way in fostering a respectful and inclusive environment, managers can help their teams stay engaged and focused during this period while supporting a positive work culture. Please do not hesitate to reach out if you have any questions or need further support. Together, we can navigate this with empathy and professionalism. If you have any more tips, please share them here. Regards, Adrianne 

ATTENTION HR AND LEADERSHIP FOLKS: No matter your opinion about the election results, it is your job to take care of your team members. That is how you support the organization. There are people who are suffering from depression, anxiety, and fear today. They may be for a while. Your opinion on the matter (whether you share their pain or not) is irrelevant. Their suffering is real. It is fact. It is your job to step up and support them from a professional perspective. (This is always your job. It is just a little more widespread of a need at the moment.) How can you do that? * Send an email with information and possibly a link to the benefits you offer that support mental health. (This includes PTO.) You do not need to address the election. In fact, I wouldn't. Just send a simple, general reminder and mental health support statement. * Use symbiotic work cells (a group of people with similar roles who collaborate to effectively complete a body of work together) for those that want to participate. This alleviates pressure on individuals and creates a stronger sense of team without forcing social interaction. (This is an effective tool anyway.) * Communicate general personal status/wellness via chat or at the start of meetings and offer support to those who are not solid at the moment. This should not be forced but welcomed. One client of mine uses a traffic light system. Green is good to go. Yellow is so-so (only some light assistance or slower pace is needed). Red is not good. When someone is red, it is time to offer some real support, and they should not be making any big decisions that day. This handles team care and elevates productivity. (Again, this is a terrific general practice.) * Support ERGs who want to have talks around current fears and anxiety. * Be patient. * Be kind. * Actively set the expectation of patience and kindness with the team. Enforce those expectations as needed. * In general, do not discuss the election and encourage others not to also. (This should be the policy anyway.) Just remember, personal opinion does not change your role. Whether you agree with those that are hurting or not, your job is to support them so that they can best support the organization. Plus, it's part of being a good human. If you want to discuss some more ideas, feel free to reach out. Be great everyone! #business #workplace #humanresources #leadership #hr #workpalceculture #culture #growthmindset

When the world around us feels like it’s spiraling, stand still. I vividly remember meeting with my team the day after the 2016 election. Emotions were both high and strained, and women and members of the LGBTQIA community felt particularly overwhelmed, unsure how to even go about their day. For managers and leaders grappling with what to do or say this morning, here are four small ways to lead through this moment: 1️⃣ Set intentional time and space to acknowledge folks’ emotions and allow them to speak freely. 2️⃣ Remind employees of your company and team values, and reset the tone of engaging in difficult conversations with respect, empathy, and curiosity. 3️⃣ Share company benefits like EAP and wellness programs for folks who may be particularly impacted. Guide them to mental health resources if they need more support. 4️⃣ Stand still - make work and your team a place of clarity amidst the uncertainty. Reinforce what is not changing at work and on your team. Skip the priority lists and next steps and the temptation to quickly brush past the impact of this election. Today, be a beacon of calm and empathy. A reflection of safety and glimmer of hope. Be a human first. #leadership #values #culture #election

Gentle reminder for my fellow comms and DEI professionals as we approach the election: focus on what YOU can control. My experience as a #marcomms professional and #DEI practitioner have shown me one very important thing: communication is at the heart of inclusive, future-ready workplaces. Tomorrow, employees across the political spectrum will show varying levels of engagement—from those refreshing news feeds for updates to those immersing themselves in work to avoid polling coverage. Regardless, they’ll be looking to you (yes, you!) to maintain a space where they can bring their whole selves, no matter the election outcomes. So, here's what you can do: 🗳 Highlight Resources for Civic Engagement: At Workshop, I've shared a few nonpartisan resources, such as Omaha polling locations and reminders of employee voting rights, on our shared Google calendar (see screenshot!). This low-barrier step provides easy access to unbiased information, empowering Workshoppers to make informed choices and utilize time off to vote, if needed. 🧘 Elevate and Encourage Self-Care: Use internal channels—email, SMS, Slack—to remind employees that prioritizing their well-being is both supported and encouraged, especially in potentially stressful times. Shoutout to Brooke Lehman for organizing a relaxing "Monday Funday" with postcard writing and local treats—a perfect way to bring calm and connection into the workplace! And most importantly: 🤝 Reinforce Organizational Values: Remind employees of the company’s commitment to diversity, respect, and inclusion. Emphasizing these values helps create a supportive atmosphere where employees feel grounded in the organization’s principles, regardless of the political climate. Anything I’m missing? 👀 I’d love to hear what other comms managers and DEI leaders are doing ⬇