Navigating political tensions at work can be tricky, especially during an election season. 🗳️ In this article, we offer practical tips to maintain a respectful and productive workplace. From understanding the law to setting clear policies, we've got you covered. #SmallBusiness #HRtips #FocusHR #Leadership
Focus HR Inc.’s Post
More Relevant Posts
-
How do you manage workplace tensions during election years? Our latest blog covers effective strategies for handling political discussions at work, ensuring a respectful and inclusive environment. Read more to lead with confidence during challenging times. #HRTrends #Leadership https://bit.ly/3YEWRe0
Q & A: Trending in HR
https://www.sbam.org
To view or add a comment, sign in
-
🗳️ Navigating politics at work can be a minefield! 81% of employees say political chats should be off-limits at work. Yet, 83% still talk politics in the office! How do we manage this? 🤔 📢 We have 5 tips to handle political discourse without derailing productivity. Get your Code of Conduct and Discrimination Policies in place, and keep the peace! ✌️ Helios' Rick Hammell, SPHR. HiBob. Zety IT. #HR #WorkplaceCulture #EmployeeEngagement #Leadership #HRPolicy https://lnkd.in/eApfHHW7
5 Ways to Navigate Political Discourse at Work | HRMorning
hrmorning.com
To view or add a comment, sign in
-
🗳️ Navigating Election-Year Politics in the Workplace 🗳️ Election years can bring political discussions to the forefront of workplace conversations, which can lead to tension and distraction. How can employers maintain a respectful, productive environment during this time? This article offers actionable strategies to help HR professionals and leaders balance free speech with workplace harmony, including setting clear policies and encouraging respectful communication. 🔗 Read more: https://hubs.ly/Q02PxNk00 #ElectionYear #WorkplaceCulture #HRBestPractices #Leadership #EmployeeEngagement
Navigating Election Year Politics in the Workplace
archbright.com
To view or add a comment, sign in
-
I don't think I've ever worked in an environment that wasn't "toxic" to some degree. All businesses have internal value systems that are anchored in positive characteristics such as respect for others, loyalty, teamwork, punctuality, etc. The problem lies with those who have a custodial responsibility to push these values down to the lower levels. What do we do when our leaders/supervisors help to perpetuate an undesirable work environment? Going to HR or equivalent department is a start. However, there are many instances where HR is just as complicit in maintaining the bad work environment. I've always advised people to have external sources of income, have an exit strategy, and consider entrepreneurship. The article below talks about challenges for employees associated with toxic work climates. Hope you get some value from it. #HRnews #toxicclimate #toxicworkenvironment #strategicthinking #newblogpost https://lnkd.in/esdrfj3x
Back to Basics: What is a hostile work environment?
hrdive.com
To view or add a comment, sign in
-
I've struggled about how to go about writing this post. SHRM has been talking a lot about #civility in the workplace recently, and that is something I have incorporated into my presentations for years. If you've ever heard my "7 C's of HR" presentation, one of the "Cs" is civility. I am glad this topic has made it into the larger vernacular in the HR world. To be civil is to show regard for others by being polite. The challenge, I believe, that is upcoming not only at work but societally too, is whether we can be polite to each other amid such volatile and divisive political chatter. Considering that exploring this on a societal level would take much longer than what I can write in this post, let's focus on what we in HR and management can do at work to preempt any strife. After all, we have learned from history, right? 💡 Remind employees of rules prohibiting wearing apparel with political statements. Don't have that policy? Now might be the time to consider it. 💡 Consider de-escalation training for managers. Don't train on that? Now might be the time to consider it. 💡 Review your state's laws for allowing employees time off to vote on election day. 💡 Discuss an organizational definition of what it means to be civil to one another--regarding politics, or not. Involve employees in these discussions. 💡 Be proactive. So often in HR we are reactive based on things that have already gone wrong. Perhaps the play here is to deal with the problem well before it arises. Remember that employees, no matter if they are non-political or political activists, are entering the workplace carrying stress of what is all around us. Also remember that it is not just election season in the United States. In the global environment, there are more than 64 elections worldwide.
To view or add a comment, sign in
-
Wonderful advice from Julie about how proactive HR leaders will manage possible friction points in advance this fall to support safe, civil workplaces. No workplaces wants to hit the evening news because it has become hostile or unsafe for some of its employees this year. Polarizing political and societal tensions will severely challenge companies whose leadership fails to plan, develop training and policies, or most importantly, lead by example. HR leaders should start working now with senior company leaders to prepare their workplaces to remain safe spaces for everyone to work. #civility #shrm #HR #leadership
I've struggled about how to go about writing this post. SHRM has been talking a lot about #civility in the workplace recently, and that is something I have incorporated into my presentations for years. If you've ever heard my "7 C's of HR" presentation, one of the "Cs" is civility. I am glad this topic has made it into the larger vernacular in the HR world. To be civil is to show regard for others by being polite. The challenge, I believe, that is upcoming not only at work but societally too, is whether we can be polite to each other amid such volatile and divisive political chatter. Considering that exploring this on a societal level would take much longer than what I can write in this post, let's focus on what we in HR and management can do at work to preempt any strife. After all, we have learned from history, right? 💡 Remind employees of rules prohibiting wearing apparel with political statements. Don't have that policy? Now might be the time to consider it. 💡 Consider de-escalation training for managers. Don't train on that? Now might be the time to consider it. 💡 Review your state's laws for allowing employees time off to vote on election day. 💡 Discuss an organizational definition of what it means to be civil to one another--regarding politics, or not. Involve employees in these discussions. 💡 Be proactive. So often in HR we are reactive based on things that have already gone wrong. Perhaps the play here is to deal with the problem well before it arises. Remember that employees, no matter if they are non-political or political activists, are entering the workplace carrying stress of what is all around us. Also remember that it is not just election season in the United States. In the global environment, there are more than 64 elections worldwide.
To view or add a comment, sign in
-
This is such an important topic. Not just in today's political climate but every day. We need to support our HR initiatives at every level of the organization. I have seen training initiatives that initially made a big impact fall flat due to sense that the initiatives didn't apply to senior leadership. As leaders, we are responsible for living the values we are promoting within our organization. Too often, civility takes a back seat during times of high organizational stress. These are the times when we must focus more of our attention to how we address one another.
I've struggled about how to go about writing this post. SHRM has been talking a lot about #civility in the workplace recently, and that is something I have incorporated into my presentations for years. If you've ever heard my "7 C's of HR" presentation, one of the "Cs" is civility. I am glad this topic has made it into the larger vernacular in the HR world. To be civil is to show regard for others by being polite. The challenge, I believe, that is upcoming not only at work but societally too, is whether we can be polite to each other amid such volatile and divisive political chatter. Considering that exploring this on a societal level would take much longer than what I can write in this post, let's focus on what we in HR and management can do at work to preempt any strife. After all, we have learned from history, right? 💡 Remind employees of rules prohibiting wearing apparel with political statements. Don't have that policy? Now might be the time to consider it. 💡 Consider de-escalation training for managers. Don't train on that? Now might be the time to consider it. 💡 Review your state's laws for allowing employees time off to vote on election day. 💡 Discuss an organizational definition of what it means to be civil to one another--regarding politics, or not. Involve employees in these discussions. 💡 Be proactive. So often in HR we are reactive based on things that have already gone wrong. Perhaps the play here is to deal with the problem well before it arises. Remember that employees, no matter if they are non-political or political activists, are entering the workplace carrying stress of what is all around us. Also remember that it is not just election season in the United States. In the global environment, there are more than 64 elections worldwide.
To view or add a comment, sign in
-
In light of recent events, HR professionals must address the impact of civil unrest and public disturbances on the workplace. The recent riots in the UK underscore the need for preparedness, communication, and support systems within our organizations. HR teams must proactively respond, considering both immediate concerns and long-term implications for staff well-being and company culture. This involves ensuring employees feel safe and supported, providing clear policy guidance, and maintaining open communication channels. It's essential to recognize the broader social context and the role businesses can play in promoting understanding and dialogue. It's not just about crisis management; it's about contributing to solutions in a society dealing with complex issues. Now, more than ever, the human side of Human Resources must shine. Let's prioritize listening, supporting, and leading with empathy during these challenging times. Learn more about how HR should navigate such situations: [HR Magazine](https://lnkd.in/ecCaPTza). #HRStrategy #EmployeeSupport #WorkplaceSafety #UKRiots #CrisisManagement #Leadership #CompanyCulture
How should HR respond to UK riots? - HR Magazine
hrmagazine.co.uk
To view or add a comment, sign in
-
With the current U.S. political climate, there’s a lot of talk in People circles about the role of HR when politics are discussed at work. Determining workplace policy on political discussions is a minefield most People people wish we didn’t have to cross. (Yes, Melanie Naranjo, I feel nauseous, too. Every. Single. Day.) In our fully-remote workplace, where our team members are spread across the US and Canada, we’ve long had an optional Politics channel on Slack, the virtual office/kitchen/water cooler for our fully remote team. A few weeks ago, as election chatter began to ramp up, we reinforced our guidelines around political discussions at work: —Political discussions in the workplace should not disrupt or become a distraction to our company mission: helping technology companies grow, win and lead through effective, integrated, expert-driven marketing and communications. —The current political climate in the U.S. is anxiety-producing for many. Everyone in our workplace has the right not to be exposed to or participate in political conversations while at work. —All political conversations should take place on our Slack politics channel, to respect the rights of team members who do not wish to be exposed to or participate in political discussions at work. —Any conversations on other Slack channels that become political, as many conversations about different topics inevitably do during an election cycle, must immediately be moved to the Politics channel. —Those engaging on the Politics channel are expected to use “I” statements and only speak for themselves, not assume others share their political opinions, and conduct two-way conversations. In my opinion, our guidelines are more than fair and grounded in respect. As with politics, not everyone agrees—some team members feel political expression should not be restrained in the workplace, while others have shared gratitude for the guidelines. This is just the beginning of what will undoubtedly be a difficult few months—we’ll see how it goes and adjust accordingly. #Peoplepeople #HR
Employee: I’d like to discuss my political opinions at work! Leadership team: Uh… HR, a little help please? HR: … 😰😭🤮 —- Navigating politics at work has to be one of the top 5 least pleasant things HR professionals get saddled with. Not only do you have to put your own personal feelings aside for the purposes of acting as a neutral third party; you also have to navigate a barrage of dissenting opinions on the matter — all the way from your leadership team to your most junior employees. Should we allow space to discuss politics at work? Should we create a zero tolerance policy? What’s the line between employees sharing their personal opinions on social media vs speaking publicly as a representative of the company? When does an employee cross the line from expressing their political beliefs into rhetoric that violates company policies? The longer you think about it, the easier it is to start spiraling. The reality is, politics these days have become increasingly fraught, personal, and divisive. And trying to come up with company policies that address these issues can feel like walking through an emotional (and legal) land mine. So, what can you do if you’re an HR professional trying to figure it out? 1. Lean on thoughtful resources to help you along the way, like Ethena’s Political Activities training. Free training sample available here: https://lnkd.in/eGw2CmFU 2. Find smart People communities you can lean on for advice and — let’s be real — a healthy dose of emotional support. I recommend TroopHR 3. Follow along as I share additional resources in the months leading up to the 2024 elections. I’ll even be hosting a webinar on this topic — I know 🥴 — early next month. Sign up here for alerts: https://lnkd.in/eB5zgqK7 What are your thoughts on navigating politics at work? Anyone else feeling just the teensiest bit nauseous? 😅
To view or add a comment, sign in
-
Employee: I’d like to discuss my political opinions at work! Leadership team: Uh… HR, a little help please? HR: … 😰😭🤮 —- Navigating politics at work has to be one of the top 5 least pleasant things HR professionals get saddled with. Not only do you have to put your own personal feelings aside for the purposes of acting as a neutral third party; you also have to navigate a barrage of dissenting opinions on the matter — all the way from your leadership team to your most junior employees. Should we allow space to discuss politics at work? Should we create a zero tolerance policy? What’s the line between employees sharing their personal opinions on social media vs speaking publicly as a representative of the company? When does an employee cross the line from expressing their political beliefs into rhetoric that violates company policies? The longer you think about it, the easier it is to start spiraling. The reality is, politics these days have become increasingly fraught, personal, and divisive. And trying to come up with company policies that address these issues can feel like walking through an emotional (and legal) land mine. So, what can you do if you’re an HR professional trying to figure it out? 1. Lean on thoughtful resources to help you along the way, like Ethena’s Political Activities training. Free training sample available here: https://lnkd.in/eGw2CmFU 2. Find smart People communities you can lean on for advice and — let’s be real — a healthy dose of emotional support. I recommend TroopHR 3. Follow along as I share additional resources in the months leading up to the 2024 elections. I’ll even be hosting a webinar on this topic — I know 🥴 — early next month. Sign up here for alerts: https://lnkd.in/eB5zgqK7 What are your thoughts on navigating politics at work? Anyone else feeling just the teensiest bit nauseous? 😅
To view or add a comment, sign in
661 followers