Supporting employees during a polarizing political crisis

At People at the Center, we believe in creating workplaces where people and profits thrive. To do that, we need to shift our focus from being solely task-oriented to also being more people-oriented. After all, when your people are successful, then your business is successful.

Many companies want to avoid the whole topic of politics, and no wonder! The difference of values and opinions that surround politics, especially in this polarizing climate, can be extreme. The last thing we want to do is derail progress and effectiveness at work, but avoiding it might not be the best answer.

In a recent article from Chief , an organization that we partner with to support women at the highest levels of leadership, they share some interesting perspectives.

The Conversations are Already Happening

Nearly half of American workers have discussed political issues with coworkers, especially in on-site and hybrid work settings. So, this is already happening. Instead of avoiding, lean in! Leaders need strategies to address the tension these conversations may cause.

Exchange "Safe Space" with "Brave Space"

The "brave space" framework, as opposed to "safe spaces," encourages employees to engage in challenging conversations with courage, empathy, and respect. These spaces promote honest dialogue, which can be facilitated through workshops and guided discussions.

Integrate Check-Ins

Leaders should regularly check in with their teams, even with simple gestures like a five-minute check-in at the start of meetings, to gauge emotions and open dialogue. We also see great success with integrating these check ins about tensions in the climate into your 1:1 meetings. This helps address the emotional toll of political and social issues on employees.

Align with Values

Leaders should evaluate whether discussing certain political or social issues aligns with their company's values. Educating themselves on both sides of an issue can help them make informed decisions about addressing these topics authentically. It's critical to be able to see and acknowledge both sides.

Use Trained Facilitators

When conflicts arise, especially those related to sensitive political or social issues, companies should consider using trained facilitators or DEI consultants (Some of our trusted colleagues in this space are Jami de Lou (She/Her/Ella) and Sharanya Rao, CPCC, PCC ). These professionals can guide difficult conversations, reduce harm, and improve workplace culture.

Integrating these conversations and practices can lead to more open dialogue, increased trust, and a stronger sense of belonging among employees. This approach can also enhance employee engagement, retention, and help the company align with its brand values. Now, that's truly putting people at the center.

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About Kim Carpenter

Kim Carpenter is a global speaker, author, coach and founder of People at the Center?, a coaching and talent development consultancy working with purpose-driven companies to retain top talent and develop leadership cultures that honor the human and boost the bottom line. Book a complimentary Momentum Session with Kim to discover what's holding you back and your next best move to overcome it.

People at the Center offers one-on-one executive coaching, team training and company offsite experiences in The Team Trust Method and People-Centric Leadership. Find more about our programs at www.peopleatthecenter.com .