As election season heats up, disagreements between colleagues may become more pronounced.
Fundamental differences in political and ideological views can sometimes result in strained work relationships. These tensions may increase in the lead-up to or aftermath of an election.
Often, these personality clashes aren’t just about specific issues in the news. They may also be driven by core beliefs that those with a different perspective on politics or social issues should be viewed with suspicion. Individuals who are unable to manage their feelings could behave in ways that impact team dynamics. Disrespectful behavior, conflict, and even harassment might occur.
If election year tension is creating conflict within your team, these tips may help:
- Treat others with respect. People often make judgments about colleagues based on external criteria, such as their appearance or clothing. Personal details, such as where someone went to school or their tastes in music or entertainment, may also lead to being perceived as on a given “side.” Encourage your team to avoid stereotyping or labeling others.
- Review relevant policies. Provide your team with copies of any policy related to political expression at work, including limits on clothing or personal items bearing a candidate’s likeness or political slogans. Share the organization’s harassment and social media policies as well.
- Set clear expectations. Make it clear that employees are expected to collaborate with colleagues to accomplish team goals, regardless of their personal feelings.
- Encourage healthy communication. Emphasize the importance of active listening and communicating in a respectful manner. Make collaboration and compromise key pillars of both individual and team success. Keep the focus on shared goals.
- Monitor sensitive situations. Over time, you may become aware of simmering conflicts, either between individual employees or between different cliques or sub-teams. Promptly address overt actions, such as bullying, gossip, or disruptive outbursts, in accordance with company policy. If the friction between employees does not reach this level, but is still causing tension within your team, consult with HR.
- Check your own behavior. Set a good example by keeping your own feelings about the election or social issues out of the workplace. If you post about your personal views on social media, limit your followers to non-work friends and family.
- Establish a safe space. Sometimes, an organization may be perceived as “taking a side” on a social or political issue. Strive to create a healthy environment that helps your team stay focused on their work. If members of the public are being disruptive, follow safety procedures.
