Should You Talk Politics at Work?

In the past, you might have only known about your co-worker’s political beliefs if you saw a bumper sticker on their car. But today, you probably know exactly where your colleagues stand on big issues and who they are voting for if you’re friends on Facebook, Instagram or Twitter. About half of Americans share their political beliefs on social media platforms, according to Pew Research.

Everyone has the right to free speech. But should people bring politics into the workplace? If you’re a manager or CEO, should you permit—or even encourage—your employees to have political discussions on the job? 

Consider that a majority of consumers want the businesses they patronize to take stances on hot-button social issues. If your company is going to get political, you shouldn’t expect your employees to stay silent. It’s a delicate balance between expression and civility that requires firm boundaries. Here are some guidelines for ensuring politics and work can co-mingle—without exploding. 

1. Set ground rules. 

If you’re a leader and you want your employees to feel comfortable discussing politics, make sure that you set clear limits for dialogue: no personal attacks, and maybe a three-strikes policy before a formal warning or disciplinary action if someone gets too confrontational or is consistently argumentative. Making these guidelines clear and reminding people of them often will go far in preventing crises down the road. (Related: 3 Strategies to Build a Strong, Yet Positive Company Culture)

2. Have a clear social media policy. 

Even if you allow employees to be open about political beliefs, this can sometimes become an issue if their views make them publicly critical of your company’s partners and clients. Make sure that you have social media guidelines in place and communicate them to your team often. That way, they understand that they’re representing themselves as employees on their personal channels. 

3. Make sure all opinions are encouraged. 

You don’t want employees to fear that they’ll fall from favor with their bosses (or worse) because they disagree with them politically. Do your best to prevent office discussions from falling into a monoculture, and always be welcoming of respectful dissent. It’s not only the right thing to do, but it also protects your business: While federal law doesn’t consider political affiliation to be grounds for workplace protection, some states, like New York and California, are stricter. (Related: Want to Avoid a Culture Crisis at Work? Communicate Better)

4. If your company takes a political stance, make it clear during the hiring process. 

Obviously, you don’t want to create a litmus test for prospective employees, nor do you want to hire staffers who think exactly alike. But some people don’t want to work for a company that isn’t aligned with their political values. And others don’t want to work for a company that’s politically motivated. That’s their choice. Meanwhile, talking about your company’s ideological motivations during the hiring process can also help you attract stellar candidates who might not otherwise be excited. Either way, transparency can only help you find the right fit.

5. Provide nonpartisan ways for your employees to get involved. 

When you have employees who are activists, that’s a great thing: It means they all care deeply about their communities. And no matter what their political views, there are ways to connect them. Try planning offsites at soup kitchens, community gardens or animal shelters. These are causes everyone can support. And by pitching in together, it encourages everyone to get along. More importantly, it underscores that they have more in common than they might think.

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Kara Goldin is the founder and CEO of San Francisco–based hint, a healthy lifestyle brand that produces the leading unsweetened flavored water and a scented sunscreen spray that’s oxybenzone and paraben-free. She is also the founder of The Kara Network (TKN), an online resource for aspiring and thriving business-minded people. Listen to her podcast,Unstoppable, where she interviews founders, entrepreneurs, and disruptors across various industries and keep up with her on Twitter, Facebook, and Instagram.