Ask HR: How to Manage Post-Election Office Tension

SHRM President and Chief Executive Officer Johnny C. Taylor, Jr., SHRM-SCP, answers HR questions each week.

Do you have an HR or work-related question you’d like him to answer? Submit it here.

I manage a small business of 13 employees. We’ve seen increasing tension leading up to the recent presidential election. I thought it would subside once the election was over, but there’s still resentment and discord among employees on opposing sides. Should we ban political talk at work? Can we turn down some of the office tension? —Meena

You aren’t alone. Eighty-seven percent of U.S. employers are concerned about managing divisive political beliefs. Navigating political conversations in the workplace can indeed be challenging, especially in a small-business setting where everyone interacts closely. Outright banning political talk has proven unrealistic and difficult to enforce, even for small companies. 

Here are some strategies to help reduce tension and foster a more harmonious work environment:

• Acknowledge the reality. It’s essential to recognize that political issues are deeply personal and can evoke strong emotions. Elections aren’t games or friendly competitions. They’re consequential to people’s lives and their beliefs. The issues people value and consider in voting are very personal to them, so what one employee might consider a harmless remark can be received as a personal affront by another.

• Encourage cooling-off periods. While I don’t recommend banning political conversations at work, a temporary pause can help. Advise employees to give each other space and time to process their feelings after an election. Make it clear that they have a right to self-expression, but right now is too soon. Allow some time for each employee to cool off, whether their candidate won or lost.

• Promote respect and empathy. Encourage employees to respect each other’s political views, even if they disagree. First, remind them how democracy works: by allowing everyone a voice and respecting the outcome of elections. Someone will win, someone will lose, and we must be willing to accept the wishes of the entire electorate. Secondly, it’s not forever. The person’s elected for four years, right? So, continued fighting doesn’t serve anyone. There will be another election four years from now. Have some empathy for the other side. Encourage employees to think about what they would feel if the outcomes were reversed.

• Foster a culture of inclusion and diversity (I&D). Emphasize the value your organization places on I&D, including diversity of political thought. If our workplace cultures are going to embrace diversity, we must embrace the full spectrum, not just the elements with which we align. So, in addition to race, gender, nation of origin, and age, we must embrace diversity of political perspective and political affiliation—meaning your employees have a right to vote for whomever they want to vote for. We must respect their vote, and it’s critical to operate with dignity and respect and to embrace our differences.

I’ll add this: Remind employees to be mindful of your social media policy if you have one. Most employers consider employees to be representatives of their brand, whether on the clock or not. So, employees keeping quiet at work but being loud on social media during their time off could backfire.

Promoting respect, empathy, and a culture of I&D can help reduce political tension in the workplace and create a more positive and productive environment for everyone. Remember: It’s inevitable that we’re going to disagree at times, but it’s how we go about it that matters.