No matter where you stand politically, we can probably all agree that this election season has been a rollercoaster. And while it's tempting to say that politics don’t belong in the workplace, let’s be real—the lines aren’t that clear. As the U.S. presidential election gets closer, business leaders face a unique challenge, and they’re right to be concerned. A Gartner survey found that 36% of U.S. employees avoided talking to or working with a coworker because of their political beliefs during the 2020 election. That’s a big problem for organizations because when social discord creeps into teams, it can tank productivity, lower work quality, and fuel unhealthy conflict.
For all these reasons, leaders must play a proactive role in helping maintain a healthy work environment during these turbulent times. Here, I offer some suggestions on how to do that.
Create and communicate clear ground rules
One of the best ways to keep workplace tensions in check and encourage productive conversations is by having leaders co-create ground rules for expression with their teams.
When you involve your team in defining what good communication looks like, you’re not just securing their buy-in, you’re also reinforcing your organization’s values around diversity, inclusion, and belonging.
As you develop these ground rules, it’s crucial to align them with your company’s existing policies on social and political expression. The goal isn’t to police political behavior, but to set clear, written expectations for everything from political discussions to campaign paraphernalia or T-shirts. This approach helps prevent conflicts while ensuring everyone feels included and respected.
It’s also important for employers to review and update their policies on discrimination, harassment, and workplace conduct before election season. Clear guidelines on what’s acceptable and what’s not, along with the consequences for crossing the line, create a solid foundation for maintaining a respectful workplace and addressing issues before they escalate.
Model the behavior you seek
Leadership isn’t just about setting strategies and driving results—it’s about shaping a culture that defines how people treat each other every day. A culture of respect and civility doesn’t happen by accident; it’s built through deliberate actions and consistent leadership. When leaders model respect, encourage open dialogue, and practice active listening, they send a clear message that everyone’s voice matters.
Your team looks to you not just for direction, but to help navigate conflict and uncertainty, both inside and outside the organization. It’s your job to defuse tension, no matter how strongly you feel about an issue.
In heated moments, start by managing your own reactions—take a few deep breaths to stabilize your emotions. Staying calm and constructive helps others feel safe and less reactive, leading to more thoughtful discussions.
If tensions rise, focus on de-escalation. If needed, suggest taking a short break to regroup and return to the conversation with a more constructive mindset. Ground rules for communication will come in handy here.
Finally, model the behaviors you want to see in your team. Show intellectual humility by inviting others' views and admitting when you’re unsure. Demonstrate empathy by validating others' emotions, even if you don’t share them. By embracing differing viewpoints with kindness and grace, you set the standard for your team.
When employees see that disrespect won’t be tolerated, they’re more likely to embrace a culture of mutual respect and civility. This not only makes the workplace more pleasant but also drives productivity and innovation.
Provide an outlet for discussions
People are going to talk politics at work—it's inevitable. Instead of trying to shut it down, leaders should embrace it and create opportunities for open dialogue that allow employees to let off some steam. One-on-one check-ins are a great way to gauge how your team is feeling and to create a safe space where they can express concerns without fear of judgment.
If an employee brings up a political view you don’t agree with during a one-on-one, it’s important to acknowledge the stress and anxiety that election season can cause without letting the conversation spiral. You don’t have to agree with their perspective, but showing empathy for their feelings can go a long way in keeping the discussion respectful and productive.
Provide training and support resources
Running training sessions on professionalism, diversity, inclusion, and respectful communication can be a game-changer for helping employees navigate sensitive conversations and understand their coworkers’ perspectives. By investing in this kind of training, leaders can foster a culture of respect and understanding, helping their teams navigate the complexities of election season with grace and cohesion.
Election season is stressful for many of us, and employers can play a crucial role in offering support. Consider providing or highlighting existing resources like counseling services or employee assistance programs for those feeling anxious about current events. It's especially important to make sure employees know how to access these resources and how to do so confidentially, as fears about sensitive information getting back to their employer is one of the leading causes of why people don’t engage EAPs. By doing so, you’re not just supporting your team—you’re helping to maintain a healthy, balanced workplace during a challenging time.
Be realistic
Political discourse in the workplace is inevitable. While some leaders might see it as a nuisance or distraction, I see it differently. In a recent WSJ article on election tensions, Jon Vander Ark, CEO of Republic Services, nailed it when he said, “As neighborhoods become more segregated politically, you just don’t meet people from different sides of the aisle. The workplace is one of the last bastions to do that…If we can create an environment where we foster respect for people with very different points of view, I think we’re making a contribution.”
I couldn’t agree more. And if you’ve been in my classroom, you’ve inevitably heard me share a similar perspective on workplace diversity. This perspective flips the script on what can be a contentious topic.
As leaders, we have a unique opportunity to encourage and model civil political discourse at a time when our country really needs it. Instead of shying away from these conversations, we can create spaces where respect and understanding thrive—even when opinions differ.
The bottom line
Election season can definitely stir up workplace tensions, but it’s also a golden opportunity for leaders to have honest, transparent conversations that reinforce a culture of respect and inclusion. By encouraging open dialogue and offering support, leaders can create an environment where diverse perspectives can thrive together.
I’m always interested in hearing how others navigate these challenges—what strategies or stories do you have for handling workplace tensions during election season?
Interested in learning more about building human workplaces? Send me a note at Katherine@worksproutpartners.com.
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