BLACKOUTS SKYROCKET AMID GLOBAL POLITICAL UNREST HOW TO
employees report discussing politics in the workplace, but it’s difficult for an employee to know when, where and how to share thoughts and feelings about political events that they may not consider to be welcome at work.Ĭreate safe spaces for productive conversations in which employees feel free to express themselves. 3: Create safe spaces for productive conversationsĮighty-four percent of U.S. Enforce consistently by training managers and leaders on what the policies mean and how to manage them.Communicate regularly to avoid any doubt among employees about what forms of political expression they can and cannot engage in and the consequences of unacceptable behavior.Attempting to shut down all forms of political expression is ineffective and can result in negative consequences for the organization. Consider which forms of political expression are most likely to have the greatest impact on your workplace. Align messaging in both internal and external communications. Align to organizational culture and values to reinforce employees’ existing expectations and avoid confusion and conflict.Clarity ensures that there’s no confusion among managers and employees. Be specific, clear and concise, specifying goals, prohibited activities, language and behaviors, and laying out what disciplinary action will be taken if the policy is broken.Keys to an effective political expression policy include: HR leaders often take the lead in crafting such policies, but communications leaders also have a key role to play. At organizations with political expression policies, over 75% of employees agree with them. 2: Establish appropriate expression policiesĮxpression policies help to ensure a safe and productive work environment for all - and such policies are popular with most employees.
Efforts such as this show help to demonstrate how the organization empathizes with employees and supports their well-being. For example, one Gartner client provided a guide to the emotional stages people commonly go through during times of great change. Look to HR for resources that can be shared directly with employees. Senior management and HR should remind managers to model appropriate behaviors and set the right tone by speaking candidly about their own experiences - which also reduces the stigma of openly discussing mental well-being. While many employees will turn to their managers for support, many managers are ill-equipped to handle these conversations, especially when in a virtual environment. 1: Help employees manage negative emotionsĮmployees feel a range of negative emotions after divisive events, including fear, anger, devastation and anxiety.
In fact, when the potential for tension among co-workers is high, it’s even more important to be proactive, candid and authentic. But organizational leaders can’t afford to be timid when issues might be contentious. The common theme in these disruptions is that they relate to deeply held and potentially divisive personal beliefs. And, in mid-2020, protests demanding diversity, equity and inclusion erupted around the world, requiring organizations to engage authentically with unnerved employees on a range of complex and often emotional issues.ĭownload Guide: How HR Leaders Support Employees During Change and Uncertainty Surveys on Brexit showed a similar response among EU and U.K. “When the potential for tension among co-workers is high, it’s even more important to be proactive, candid and authentic” employees said the results made them feel anxious. presidential campaigning was damaging employee morale, collaboration and productivity many months before election day. is a jarring reminder that the societal turmoil experienced in 2020 can flare up at any time, and the emotional well-being of employees is at stake.Įarly last year, Gartner surveys showed that U.S. Only days into 2021, political turmoil in the U.S.
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