Navigating Political Conversations at Work
As we enter the 2024 election cycle, social and cultural issues are taking take center stage. Polarizing topics inevitably find their way into the workplace, so how can employees and leaders navigate these conversations? Invariant’s latest Dialogue for Change: “Navigating Political Conversations at Work,” explores how to create constructive spaces and foster positive conversation in a time of political difference.
Invariant’s Caroline Swann moderated a conversation with Alex Alonso, Chief Knowledge Officer at the Society for Human Resources Management, and Kimberly Raynor-Smith, an Executive Coach and Director with Bain & Company.
Here are five key takeaways:
1. People are going to talk about politics. In today’s hyper-partisan world, people talk politics. According to Alex Alonso, 92 percent of Americans report engaging in or witnessing a political conversation at work. Some companies have tried to ban political conversations, but this does more harm than good. The goal should not be to limit all political conversations but to create a culture that handles political differences in the workplace more effectively.
2. Intention is key. When engaging in a political conversation, do you feel yourself wanting to “win” the conversation? It is common to want to prove yourself right; however, this mindset can easily lead to conflict or hostility. Shifting your goal from “winning” the conversation to seeking to understand the other party can create an environment of curiosity and education.
3. Be mindful of your words. Practice introspection. Think about how what you say affects your coworkers. When engaging in a conversation about politics, ask yourself the following questions:
- How will what I am saying affect my coworker?
- How will my words affect my place on the team?
- How will my words affect my workplace culture?
4. Culture drives comfort. Leadership can guide how we engage with each other in political conversations. Does your company foster a culture of inclusivity? Is there a culture of curiosity and understanding? Navigating difficult conversations begins with trusting each other, and trust between employees starts with leadership.
Some organizations have navigated complex topics by hosting a forum or roundtable for employees to gather and speak about pressing issues. These discussions often have set rules and expectations of behavior and can be guided by a moderator. According to Kimberly Raynor-Smith, these conversations and the expectation setting that goes into them can facilitate more productive and meaningful conversations.
5. Set boundaries. It is always okay to step out of a conversation because you feel uncomfortable. If you find yourself getting frustrated, don’t be afraid to say, “This conversation is upsetting me, so I am going to step out.” Or “Hey, can we change the topic? This doesn’t feel productive.”
Watch the discussion here:
