Employee relations are the cornerstone of a friendly and productive workplace. When issues arise, how an you respond can significantly impact your company’s culture, employee morale, and overall success. In this playbook, we’ll outline the steps an you should take to effectively address politically-related employee relations issues.

Politics at work: the potential for divisiveness and conflict

We live in a politically-charged climate, and it’s more and more common for employees to bring their political views into the workplace. While encouraging open dialogue and respecting diverse opinions are important values for any organization, allowing political activities in the workplace to go unmoderated can pose huge risks. Understanding these risks is crucial if you want to maintain a professional, inclusive, and productive workplace.

Political discussions can become heated fast, especially when employees hold strongly opposing views. Unsurprisingly, this can create division among employees, which can lead to tension, conflict, and more:

  • Increased tension: Political debates often involve deeply held beliefs that are closely tied to a person’s identity. When these debates happen at work, they can create an atmosphere of discomfort and hostility, making it tough for employees to collaborate effectively.
  • Reduced team cohesion: If employees feel alienated or attacked based on their political views, it can harm team dynamics and lead to decreased morale. This divisiveness can have a devastating impact on productivity and the overall effectiveness of teams.
  • Discrimination claims: If employees feel that their political beliefs have led to unfair treatment, they may file discrimination claims. This could result in costly legal battles and damage to your organization’s reputation — eek!
  • Hostile work environment: Allowing political activities that create a hostile work environment for certain employees can expose you to legal liability. Companies must ensure that their workplace remains free from harassment, and that includes harassment based on political beliefs.

What to do when political discussions devolve into conflict

1. Identify the issue.

The first step in addressing any employee relations issue is to clearly identify the problem. This looks like gathering relevant information and understanding the perspectives of those involved.

  • Gather information: Start by speaking directly with the employees involved and any witnesses. It’s important to listen actively and gather all relevant details, including emails, Slack messages, or any incident reports that may shed light on the situation.
  • Listen actively: Give employees the opportunity to express their concerns fully, without interruption. Understanding the root cause of the issue is critical to resolving it effectively.

2. Assess the situation.

Once you have a clear understanding of the issue, it’s time to assess its severity — and determine the appropriate course of action.

  • Determine the severity: Is the issue is a simple disagreement, a larger-scale conflict, or a potential violation of company policies or laws? The severity of the issue will dictate how you respond to it.
  • Review company policies: Ensure that any action you take aligns with your company’s policies, procedures, and legal obligations. Consistency is key to when it comes to maintaining fairness and transparency at work.

3. Take action.

After you’ve assessed the situation, take prompt and decisive action to address the issue. The approach will depend on the nature and severity of the problem.

  • Mediation or conflict resolution: If the issue involves a basic political dispute between employees, mediation may be necessary. A neutral third party, like an HRBP, can facilitate a resolution by guiding the discussion and helping both parties reach a mutually agreeable solution.
  • Corrective measures: If employees violate company policies or engage in disruptive behavior related to political discussions, take appropriate disciplinary action in line with your company’s policies. Any action taken should be documented and communicated to the employee.

4. Communicate clearly.

Effective communication is essential throughout the process. Keep all parties informed and maintain professionalism in all interactions.

  • Transparency: Clearly communicate the steps being taken to address the issue to the involved parties. This includes explaining the reasons behind any actions and setting expectations for the future.
  • Confidentiality: Respect the privacy of those involved by sharing information on a need-to-know basis. Confidentiality is crucial to maintaining trust and integrity in the workplace.

5. Monitor the situation.

You’re not done yet! You’ll want to continue monitoring the situation to ensure the issue has been fully resolved.

  • Follow-up: Keep an eye on the workplace climate to ensure that political tensions do not resurface or cause ongoing issues.
  • Solicit feedback: Regularly check in with the involved parties, as well as employees and managers, to gauge the workplace atmosphere and address any emerging concerns.

6. Review and improve policies.

Employee relations issues often reveal gaps or weaknesses in existing company policies. Use these situations as an opportunity to review and improve your policies.

  • Policy review: Evaluate your company’s policies and procedures in light of the issue. If necessary, update them to better prevent or address similar problems in the future. You might want to consider creating and distributing a Political Activities Policy.
  • Training and development: Implementing training programs focused on code of conduct, conflict resolution, and various company policies can be beneficial. Training can equip employees with the tools they need to manage relationships more effectively and reduce the likelihood of future conflicts.

7. Maintain documentation.

Throughout the process, it’s crucial to maintain thorough documentation. This not only protects the company legally but also provides a record that can be referenced in the future.

  • Record keeping: Document every step of the process, from the initial identification of the issue to the actions taken and the final resolution. This documentation should include any communications, meetings, and follow-up actions.

The final word

Employee relations issues are an inevitable part of managing a workplace, but they don’t have to disrupt the harmony or productivity of your organization. By taking a proactive, thoughtful approach to addressing these issues, employers can create a positive work environment where employees feel valued, heard, and respected. Implementing these steps can help resolve conflicts efficiently and effectively, strengthening the overall health of the organization.

By fostering open communication, ensuring fairness, and supporting your employees, you can turn challenges into opportunities for growth and improvement.