Avoiding Political Clashes at Work

Political tension is everywhere, including the workplace.

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A Toxic Combination   A particularly divisive election cycle is heating up, and many employers don't have a policy regulating political or inflammatory speech in the workplace. According to SHRM research, if a company does have such a policy, only 8 percent of leaders have communicated it to their employees. So, when political talk in the workplace bubbles over into outright hostility or even aggression, what can businesses do? It may be tempting to ban all political talk in the office, but workplace advisors agree that's not feasible. A better tactic is for organizational leaders to train managers to be proactive and acquaint themselves thoroughly with their company's harassment and discrimination policies, so they can spell them out if an employee crosses a line. By paying attention to subtle signs of brewing political discord and intervening as soon as disagreements appear to escalate, managers can stand a better chance of keeping workers focused on work and company leaders can keep the peace.   Read More     ADVERTISEMENT       Embracing people data    Increase productivity and efficiency at work by embracing data insights and HR technology. Join experts from AWS, Databricks, Steve Madden, Rightworks, ADP and more at Insights in Action, a complimentary virtual summit, Dec. 6, 11 a.m. Save your seat!       Employees Want to Keep the Peace   It may seem difficult to avoid political talk at work, but surveys indicate most people don't want it there, saying it leads to workplace tension they'd rather avoid. Read More     Explore Further   SHRM's information and resources can help business leaders better prepare for navigating political discourse at work. SHRM Resource Hub Page: Politics in the Workplace This hub page gives employers practical strategies and suggestions for creating a workplace environment of empathy and respect. Companies Should Nail Down Precise Business Reasons for Workplace Policies Employers will need to think carefully about how to defend some of their corporate policies, such as ones about cameras at a worksite, social media use and appropriate workplace conduct, in light of a recent decision by the National Labor Relations Board (NLRB). Examples of Disclaimer and Policy Changes in Response to NLRB Handbook Decision Employers who are revising disclaimers and policies in response to the NLRB decision in August should replace broad, ambiguous wording with specifics. Toolkit: Managing Workplace Conflict This toolkit examines the causes and effects of workplace tension and conflict, the reasons why employers should address it, and how they can do so promptly and equitably. Ask HR: How Can We Heal Rifts Caused by Politics? SHRM President and Chief Executive Officer Johnny C. Taylor, Jr., SHRM-SCP, offers effective measures to tone down political tension in the workplace. Talking Taboo: Making the Most of Polarizing Discussions at Work SHRM Chief Knowledge Officer Alexander Alonso, Ph.D., SHRM-SCP, explains why some controversial topics are taboo at work, while others are not, and offers navigation strategies for difficult conversations.     Note to Readers: All Things Work will not be published next week. We wish you and yours a happy, safe Thanksgiving holiday. We will resume publication on Dec. 2. Every Saturday, All Things Work from HR Magazine provides thoughtful insights into the rapidly transforming nature of work and the workplace, and how HR, decision-makers and organizations worldwide are navigating and leading this change.       Connect with us on social!              1800 Duke Street, Alexandria, Virginia 22314 USA Contact Us | shrm.org This email was sent to manojdole1.Architectural@blogger.com. This email may contain advertisements. Unsubscribe or Change Email Preferences | Terms of Use | Privacy Policy © 2023 SHRM. All rights reserved.