Three Ways to Manage Political Fights at Work!

Three Ways to Manage Political Fights at Work!

Politics and Polarization: In his new book, Why We’re Polarized, journalist Ezra Klein outlines the reasons for current (and past) political polarization. While he cites social and political science research that explains the split, one of the more compelling reasons is the very way our brains are structured. What the neurologists tell us is that we are wired to form tribes. Sadly, at an unconscious level, we quickly recognize and sort those we meet into friends or foes, by how they look, dress, talk and so on. Once we have decided who we should or should not like, our brains continue to collect reasons why they should remain in a certain camp. Outside influences have a challenging time transforming our stereotypes.

A Bad Year to Come: With all the elections looming in the coming year, political discussions at work may heat up. Most likely, tribes have already formed in your organization. Without preparation and thought, those tribes may go to war and disrupt work.

What Should You Do?

Be Prepared: As a leader, you need to realize that most politics is personal. Your associates may have a hard time continuing to work with someone with whom they disagree politically. Your job is to make sure that they understand that — whether or not they are aligned politically — they need to figure out a way to respect each other at work and meet the needs of the organization.

Be a Model: Watch what you say and do. Your people will be looking to you to see how you handle political discussions in the coming year. While I believe that there is a way to discuss politics in a respectful way in the workplace, if you are a leader, you need to be careful not to take sides.

Understand the Rules: Your employees may assert that they have a first amendment right to say anything at work. In fact, in most situations, they do NOT. Unless they are government employees or discussing working conditions as a part of collective action, they can’t just say anything. As their employer, yo u can make rules about workplace speech, just as you make rules about other kinds of workplace behavior. And, you can enforce those rules with appropriate discipline.

While some of my clients have forbade political discussions, I think that’s an unnecessary step. What does need to happen is a discussion, and most likely training, on how to have those discussions within a respectful workplace.

For more information about how to handle political speech at work, go to www.workplacesthatwork.com

What Do You Think?

What’s the best way you have found to mediate disputes at work? Call or write us at:  303-216-1020 or Lynne@workplacesthatwork.com