How to keep politics from disrupting the workplace
Even if people aren’t planning to get involved at the ballot box, they’re certainly involved at work.
It’s not even here yet, but the 2020 presidential election is taking a toll on the American workforce—something employers probably aren’t too happy about.
According to a February 2020 Gartner survey, not only are 78 percent of workers discussing politics with their colleagues, 47 percent say that the upcoming presidential election is affecting their ability to get their jobs done. Productivity isn’t the only thing taking a hit; collaboration and employee morale are also being affected.
Related: 2020 vision: Avoiding political pitfalls in the year to come
“During times of social and political change, employees expect more conscious action and policy from their organizations,” said Gartner’s Brian Kropp, chief of research for its HR practice. “To minimize the negative impacts of politics on the workplace, HR leaders must ensure that employee emotions and behaviors associated with the current political environment don’t distract and disengage the workforce or create a hostile work environment.”
Even if people aren’t planning to get involved at the ballot box, they’re certainly involved at work. Among the survey’s findings are these disturbing statistics. A third are spending more time seeking out political news about the 2020 election at work, but 36 percent are avoiding working with or talking to colleagues because of their political views.
And when they are still communicating, 31 percent of employees who do talk politics at work say those conversations are stressful and/or frustrating—and 26 percent say the election has had a moderate or a big impact on their ability to do their jobs.
Gartner suggests that as the election draws closer, employers ought take proactive steps to keep a handle on political discussions in the workplace:
- Determine the right political expression policies for the organization. Employers should ensure employees are aware of prohibited activities and behaviors, as well as what sort of disciplinary action they’ll be in for if they violate those policies. These policies should take into account any state and local laws governing what is permissible in the workplace, as well as what impact political expression will have on the workplace.
- Emphasize the organization’s commitment to diversity and inclusion. Gartner pointed out that just in February of this year, 29 percent of employees saw “at least one instance of unacceptable treatment of a coworker because of their political beliefs, including being called offensive names, being avoided by colleagues or being treated unfairly.” This necessitates an employer being on top of the need to provide a safe environment in which the election can be discussed without bullying, harassment and other negative behavior.
- Equip managers to support employees and address political conflict. Managers need to be able to keep an eye on political discussions, model the behavior they expect from employees and recognize the need to step in on behalf of distressed employees if it becomes necessary.
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