There is no easy way to overcome the political divisions that create divisions in communities, families and friendships.
But morale and productivity in the workplace can take a hit when ideological differences rise, affecting teamwork and feelings of mutual respect. Finding a safe place to process emotions while remaining civil can be a delicate balancing act. Read also | Unlocking the keys to a healthier and safer work environment
While talking about politics with colleagues can be empowering, the opposite can also be true when we disagree. Being exposed to strong beliefs that conflict with one’s own values can make people feel mistreated or unsafe. This month’s US presidential election has heightened these tensions.
“There was a lot of anxiety during this election, and in times of anxiety, you need to create psychological safety for people,” said Ron Gutman, an adjunct professor of leadership at Stanford University and co-founder and co-CEO of Health Technology. Intrivo company. “We need to create trust in people, restore trust in each other.”
Here are some tips from business leaders, psychologists and communication experts on how to navigate political conflict in the workplace.
Practice humility
To create a calmer work environment, managers, supervisors, and employees can practice humility. It means seeing ourselves as equal to, not superior to, our colleagues and subordinates, and recognizing that no one has the right answers.
When we listen carefully to others and let go of our reflexive belief in our own infallibility, it allows us to remain open to new ideas and perspectives, said Inclusivv CEO Jen Graham, whose organization creates structured dialogue on social and political issues for corporate clients. Read also | Tips for companies and employers on defining a healthy work culture
“We might say something like, ‘I haven’t heard of that or thought of that before.’ Thanks for sharing,” Graham said. “And that simple act of ‘thank you for sharing,’ combined with gratitude and humility, creates reciprocity for that brave space, for that psychological safety. And that’s something we need to promote more than ever.”
To develop a humble mindset, think about why you’re wrong and consider that the opposite of what you believe might be true, said Jake Telkamp, an assistant professor at Augusta University in Georgia. “We’re very good at looking for information that supports our beliefs, and then we scrutinize evidence that challenges our beliefs,” he said.
Find your supporters and know your rights
In some situations, a more cautious approach is warranted. If political talk feels like a personal attack, you may need to find allies to help you process what you’re hearing and feeling.
For example, when a comedian opened a campaign rally for President-elect Donald Trump last month by calling Puerto Rico a “floating island of garbage,” many people were deeply upset, said psychologist Alfie Breland-Noble, founder of the AAKOMA Project, a nonprofit that focuses on expanding opportunities for youth and young people of color, as well as people who face sexism and homophobia.
The same was true after black teenagers and adults received text messages this month telling them they had been “selected to pick cotton,” she said.
“There’s been a lot of grief around, why isn’t anyone publicly telling these people, ‘You can’t say these things about people who come from my community?'” Breland-Noble said.
People feel like their lives are at stake and ask, “Where do I go with this struggle? Because people of similar nationality to me, we all feel under attack,” she said.
Breland-Noble urges employees who feel marginalized by political discourse to find colleagues they trust, check workplace policies for inappropriate speech and behavior, and talk to a trusted supervisor about how they’re feeling.
“There’s a lot we can learn from how people over time have managed to have a marginalized identity and be in the workplace because you’re surrounded by so many people who deal with it literally every day,” Breland-Noble said.
Also check your employer’s social media policy. In many states, workers can be fired for posting political beliefs online, said Brad Kelly, a shareholder who represents employers at the Littler law firm. Read also | Setting Healthy Boundaries: Tips for Maintaining Professionalism While Saving Your Time and Energy
Look for common ground
When you’re trying to resolve a disagreement, one way to facilitate a peaceful resolution is to find common ground.
In the structured conversations she leads, Graham encourages participants to begin by listening and acknowledging what the other person is saying. Repeat it backwards. Respect their emotions. Then you can share your perspective, and in the process you can find similarities, she said.
“When you’re looking for common ground, you’re ideally looking for common value,” Graham said. It can be as simple as acknowledging that “we both need and want (fill in the blank).”
Most people want a happier, healthier and more prosperous country, but the disagreement often centers on how best to get there, Telkamp said. Acknowledging shared goals can help de-escalate tensions.
“People on the left and the right don’t like them, they don’t trust them, and they generally think that people on the other side are unreasonable and immoral,” Telkamp said. “I’m interested in how we can get off the ledge a little bit and get back to understanding each other better.”
Develop fun conversations
Guttman said one way to bridge disagreements is to create rituals for employees to share what’s important to them. This can help build a basic level of trust within the organization.
Every Friday at Intrivo, the staff gathers for an hour and one person speaks on a topic they are passionate about. It could be a hobby, an idea, a family experience or a skill. Political topics are fine as long as no one demeans anyone, he said.
“It can be super technical or super stupid,” Gutman said. Conversations build trust, a sense of safety and community, he said.
Know when to leave
In situations where a discussion becomes heated, sometimes the best way to handle it is to remove yourself from the conflict or keep your views to yourself.
Leaders may want to consider refraining from expressing their political views, which could alienate some workers, Telkamp said. “It’s not about silencing your beliefs,” he said. “It’s more about keeping the workplace focused on the work.”
