Handling Political and Social Tensions in the Workplace

Who Should Read This?

If you’re part of the C-suite, working in HR, leadership development, diversity, equity and inclusion, learning and development, or organizational and cultural development, this blog post is for you. You'll find this content particularly useful if you’re looking for:

1. Practical, proactive approaches to mitigate workplace tensions.
2. Real-world examples of what can be said during heated moments.
3. Techniques for offering after-incident feedback.

The Current Climate

Hyperbolic Media and Public Disrespect

The media landscape today is highly charged. Headlines scream conflict and disarray. This hyperbolic environment tends to polarize public opinions, despite research indicating that Americans are more united than divided on several key issues. The media's portrayal of discord often drives these exaggerated perceptions because, quite frankly, conflict sells.

"People who are going to be watching the debate tonight want to see blood. America braces for a car crash debate."—Daily Beast

Political Fear and Uncertainty

Regardless of political affiliation, there is a pervasive sense of fear as we approach the upcoming election. Both sides have amped up the rhetoric with accusations that the other side will effectively "destroy America." These charges contribute significantly to workplace tensions.

Increased Public Disrespect

We’re also seeing unprecedented levels of public disrespect, surpassing even the tumultuous times of the Vietnam War. Modern technology and social media exacerbate these issues by constantly bombarding us with sensationalist news.

The Workplace Scenario

So what does this mean for your workplace?

• Friction among colleagues: People might get into arguments or make snarky remarks based on political differences.
• Stereotyping and generalizations: Comments like "Republicans are like this" or "Democrats are like that" can surface, causing friction.
• Uncomfortable bystanders: Not everyone will voice their discomfort, but many will feel uneasy and stressed.

Actionable Strategies for Mitigating Workplace Tensions

Acknowledgement and Setting Expectations

First, acknowledge the elephant in the room. Recognizing the contentious nature of the current political climate is the first step toward addressing it constructively. Set clear expectations that political discussions are to be minimized at work because they often lead to tension and discomfort.

Equip Upstanders and Champions of Respect

Identify individuals within your organization who can act as "upstanders" or "champions of respect." These individuals should be equipped with specific language and techniques to de-escalate situations when they arise.

Example Phrases for Upstanders

• "That's not funny."
• "We don't talk that way here."
• "I don’t appreciate those kinds of remarks."

Post-Incident Feedback: The SBIR Technique

When a political discussion does occur, follow up with post-incident feedback using the SBIR (Situation, Behavior, Impact, Request) technique. Here’s a step-by-step guide:

1. Situation: Describe when and where the incident happened.
2. Behavior: Explain the specific behavior that was problematic.
3. Impact: Discuss the impact of this behavior on the team and the workplace.
4. Request: Make a clear request for future behavior.

Using the HEAR Technique While Delivering Post-Incident Feedback: the goal is to decrease defensiveness

• Hear: the…
• Emotion: …in their voice, look for it in their body.
• Acknowledge: their emotions by name. Example: “I can see this feedback is frustrating/upsetting/surprising to you.”
• Respectful Remarks: Found in the ODP Method

The ODP Method for Respectful Feedback

• O: Obtain openness before giving feedback. Example: “Would you be open to a conversation about what happened yesterday?”
• D: Decrease Defensiveness by telling the individual what they are respected for and by giving them the benefit of the doubt: Example: “I respect your commitment to our team, and I don’t think you were trying to insult anyone. Instead, I think you were just being passionate about your point of view.”
• P: Promote possibilities. Example: "What do you think you could do to make this situation better?"

Finding Common Ground and Moving Forward

Encourage individuals to find common ground around the work they do together. Explore what they respect in the other person they’re in conflict with. Don’t force them to say they “respect” the other person’s viewpoint if they don’t..

The Benefits of a Respectful Workplace

By implementing these strategies, you can foster a workplace environment where:

• Collaboration flourishes.
• Respect is genuine and mutual.
• Conflict is significantly reduced.
• Engagement is higher, leading to lower turnover rates.

Workplace Statistics

Employees who feel respected by their bosses and colleagues are…

• 63% more likely to be satisfied with their jobs.
• 55% more engaged.
• 58% more focused.
• 100% more likely to stay with the company.

Final Thoughts and Coaching Opportunity

I promised to offer you practical insights and actionable strategies to handle political tensions at work, and I hope I’ve delivered on that promise. If you need additional guidance or an outside perspective, I’m here to help.

To schedule a 15-minute coaching session with me, simply contact us. During our call, I’ll provide personalized advice without any sales pitch. My goal is to help you navigate these challenging times effectively.

Gregg Ward is the Executive Director of the Center for Respectful Leadership. With decades of experience, Gregg has a unique perspective on creating and maintaining respectful and effective workplace environments. For more insights and tips, follow us on LinkedIn and subscribe to our monthly newsletters.

Next webinar July 25, 2024: Managing Conflict with Respect: Techniques for Leaders

What is the The Center for Respectful Leadership ?

Our mission at the Center for Respectful Leadership is to drive leadership and organizational transformation through the positive power and measurable impact of respect.

What We Do

• Keynotes and Seminars: We conduct various learning and development programs focusing on respect and respectful leadership.
• Employee Engagement Assessment: We offer the world's only assessment that focuses exclusively on respect.
• Executive Coaching: We provide both individual and group coaching sessions.
• Research: We conduct extensive research, some of which we’ll share with you today.
• Experiential Learning: We use live professional theater in our training programs to create engaging learning experiences.
• Dispute Resolution: Our services include alternative dispute resolution and coaching for respect.