I think we can all agree that there seems to be less tolerance for diverging viewpoints in our society today, and quick triggers abound on social media as people set each other “straight” on controversial topics. That’s why we were interested to read this article from HR Executive. Should political talk be allowed in the workplace?
Most of us bristle at the word allow. Surely the First Amendment protects our and our employees’ right to say anything we want at work, one might think, but such is not the case. Freedom of Speech is not protected in a private sector workplace. Basically, much as we mandate dress codes and work schedules, employers can limit the types of speech around the watercooler, or Zoom videoconference. But is it smart to do?
A Robert Half poll on whether it’s appropriate to discuss politics with colleagues revealed that over half (51%) say it depends on the situation. It seems that people are willing to have these discussions if they can be done in a respectful manner. The question is, as an employer, how do you prevent polite conversation from devolving into the scenarios we regularly see on the nightly news? The author suggests providing workers with tips for navigating these discussions:
Tread lightly. Political conversations can have a constructive side, and the more emotionally intelligent may see them as a means to explore all sides to a topic. Unfortunately, not everyone’s EI quotient is high, so keep the comments light and if things become confrontational, change the subject.
Decline politely. Employees should know that these topics are optional, and if they don’t feel comfortable sharing their views, they should let colleagues know they prefer not to participate. Bottom line: If you yell at the television at night, it may be a good idea to sit this conversation out.
Speak up. If someone says or does something to make a coworker uncomfortable, the author suggests a convo with your work buddy to explain what’s bothering you. Taking things to HR is always an option, but for day-to-day disagreements, it may be better to try to work them out first. Of course, if a threat of violence is made or implied, run, don’t walk, to HR!
With the expansion of virtual work relationships, keyboard-courage may inspire the more brazen to communicate explosive perspectives that can devolve into warfare. Many companies have policies concerning online behavior, and their harassment policies may even include the virtual space. And certainly, in these uncharted times, HR may need to monitor the situation and be ready to nix certain topics to maintain team unity.
We’d love to know your perspective on this timely topic. We hope you’ll leave a comment and consider sharing your workplace’s policy on political conversations.