Disagreements in the workplace are normal. Whether it’s about ways of working, creative ideas, or even non-work issues like politics, it’s normal for co-workers to have differing opinions. And with the recent elections in the United States, workplaces today may become a venue for divisive political conversations between colleagues.

Reactions from people can range from sadness and anxiety to frustration and anger. In fact, a recent survey conducted by the Society for Human Resource Management found – after the June 2024 debate between US President Joe Biden and now President-elect Donald Trump – the number of “uncivil acts” in American workplaces overall increased to 201 million a day.

Discussing politics at work can be a double-edged sword. A 2024 survey by Gallup revealed:

• 14% of employees said political conversations made them feel included
• 11% said they felt closer to a colleague with similar views
• However, 12% said they felt uncomfortable

Meanwhile, a separate study by Indeed found 2 in 5 employees have experienced discrimination based on their political beliefs.

As political tensions grow in the workplace, it’s the job of managers and leaders to hone their conflict resolution skills.

The truth is, resolving politics-related conflict in the workplace is much more nuanced and complex than handling other issues. After all, personal sentiments around race, sex, gender, ethnicity, and disability can all be linked to a person’s political beliefs.

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The impact of political tension in the workplace

While it may seem political conversations should be kept outside the office doors, the reality is that political tension can impact workplace dynamics. So, it’s essential for managers to understand how these external pressures can manifest in their teams and shape workplace relations and culture. In fact, political views, especially of business leaders, can make or break an employer brand.

“Politics doesn’t just make for awkward water cooler moments; it’s a real game-changer in the job market,” said Maren Hogan, the CEO of Red Branch Media and a renowned HR tech investor.

“The political stance of a company, as well as the known political affiliations of its leaders, can significantly influence both hiring and retention.”

Citing data on political alignment with workers, Hogan said: “A whopping 23% of folks have swiped left on job opportunities because the company’s political vibes didn’t match their own. And 25% of employees have either packed their bags or considered leaving their job due to their boss’s political beliefs, highlighting the direct impact of leadership’s political stance on retention.”

How does political division affect the workplace?

Increased conflict

Differing political views can lead to disagreements, arguments, and even hostility among colleagues. This can damage relationships and create a toxic work environment.

Reduced productivity

When employees are preoccupied with political debates or feel uncomfortable due to political tension at work, their focus and productivity can suffer. This can lead to missed deadlines, decreased efficiency, and a lower quality of work overall.

Damaged morale

A politically charged workplace can lead to stress, anxiety, and a sense of unease among employees. This can negatively impact morale, job satisfaction, and employee retention.

Hindered collaboration

Political divisions can create “us vs. them” mentalities, making it difficult for employees to work together effectively. This can hinder teamwork, communication, and innovation.

Legal and ethical concerns

In some cases, political discussions at work can cross the line into harassment or discrimination, especially if they involve offensive language or target specific groups. This can create legal liabilities for the organisation and damage its reputation.

Also Read: Building a culture of care in workplaces

How to manage your team when political tension is high

Recognising the potential pitfalls of political tension in the workplace is the first step. After that, managers need to take proactive and thoughtful measures to mitigate the negative impact of political division and work to foster a healthy and productive environment.

How can organisations manage teams when political tension is high?

1) Create a safe space in the workplace

It’s important for employers to build psychological safety in the workplace, so that all employees feel they can be themselves and discuss their issues and concerns. This means fostering an environment where vulnerability is accepted, diverse perspectives are valued, and open communication is encouraged. Managers should actively promote a culture where employees feel comfortable sharing their opinions and engaging in respectful dialogue.

“It is essential to maintain a professional demeanour when discussing politics at work,” said Javed Ahsan, a career coach and founder of Gobliss Asia Education Consulting in Bangalore.

“Avoid personal attacks or derogatory comments about colleagues or their beliefs. Instead, focus on the issues and present your opinions in a respectful and thoughtful manner. Be mindful of the language you use and how it might be perceived by others,” he said.

2) Establish clear guidelines for discourse

Provide neutral spaces for processing emotions and create clear boundaries as to what employees can talk about. For example, there shouldn’t be below-the-belt discussions about particular race, sex, gender, ethnicity, or disability. Define acceptable and unacceptable topics and behaviours related to political conversations, emphasising respect and professionalism. This might include guidelines on avoiding personal attacks, inflammatory language, and sensitive topics that could lead to offence or discrimination.

“Sure, there are times when there’s space for healthy debates, but different views often lead to unhealthy disagreements,” said Christopher Pappas, founder of eLearningIndustry.com.

“Creating a policy might work as a safe blanket on what is accepted in your organisation, when, and for which topics. You don’t have to ban workplace politics as a topic of discussion, but when done under certain compliance standards, you can avoid evoking emotions that can hurt your culture. You can discuss politics at work without being overly restrictive,” Pappas said.

3) Provide mental health resources to anxious employees

Provide access to an Employee Assistance Programme or counselling services. This can help employees manage stress related to external events. After all, promoting mental health awareness and encouraging employees to prioritise their well-being is vital to genuinely productive workplaces. By providing information about available resources and reducing stigma around mental health, managers can create a supportive environment where employees feel comfortable seeking help when needed.

4) Facilitate diversity and inclusion training

Go beyond basic compliance training and delve into topics such as unconscious bias, microaggressions, and the impact of political polarisation on different groups. Help employees develop empathy and understanding by encouraging them to appreciate different perspectives, experiences, and backgrounds. Challenge them to examine their own biases and assumptions. Ultimately, strive to create a culture of inclusion where everyone feels valued, respected, and safe, regardless of their political beliefs or any other aspect of their identity.

5) Encourage participation in shared activities and team-building exercises

In a politically divisive climate, it’s easy for teams to become fragmented and siloed. To counteract this, actively promote opportunities for employees to connect on a personal level and build camaraderie outside of political discussions. Organise social events, volunteer activities, or team-building exercises that foster collaboration and shared experiences. Encourage participation in company-wide initiatives or projects that bring together people from different departments and backgrounds. By creating opportunities for shared positive experiences, you can break down barriers, build stronger relationships, and foster a sense of unity and common purpose within the team.

Leading with unity in mind

Managing a team during times of heightened political tension is undoubtedly challenging, but it also presents an opportunity for growth and positive change. By fostering open communication, promoting respectful dialogue, and focusing on shared goals, managers can guide their teams through these turbulent times and emerge stronger and more united.

Remember that leadership plays a crucial role in shaping workplace culture, and by demonstrating empathy, understanding, and a commitment to inclusivity, managers can create an environment where every employee feels valued and respected, regardless of their political beliefs.

While it’s impossible to completely erase the impact of external political pressures, leaders can create a workplace where those pressures don’t define the team’s interactions. Focus on fostering a sense of community, encouraging collaboration, and celebrating the diverse perspectives that each team member brings to the table. Prioritise shared goals and remind everyone that they are working together towards a common purpose.

Even in the face of divisive rhetoric, the workplace can be a shining example of how people with differing views can coexist peacefully, work towards common objectives, and build a better future together. By embracing these principles, managers will not only navigate the challenges of political tension but also create a more harmonious, productive, and united team.