{"id":92,"date":"2016-05-11T22:00:33","date_gmt":"2016-05-12T03:00:33","guid":{"rendered":"https:\/\/employcoblog.wordpress.com\/?p=92"},"modified":"2017-07-07T14:44:53","modified_gmt":"2017-07-07T19:44:53","slug":"managing-political-talk-in-the-workplace","status":"publish","type":"post","link":"https:\/\/www.employco.com\/blog\/2016\/05\/11\/managing-political-talk-in-the-workplace\/","title":{"rendered":"Managing Political Talk in the Workplace\u00a0"},"content":{"rendered":"

Employment expert Rob Wilson offers tips to keep office politics PC this election season<\/strong><\/em><\/p>\n

For many, November 8th<\/sup> can\u2019t arrive soon enough. With 228 days until the 2016 presidential election, discussions and debates about the candidates, the electoral process and the future of the country are sure to give rise to heated emotional exchanges and uninvited opinions in the workplace, from the reception desk to the corner office.<\/p>\n

\u201cEscaping or prohibiting political discussions at the work is impossible,\u201d says Rob Wilson, President of Employco USA. \u201cHowever, left unchecked, talking politics at the office could adversely impact productivity and morale, or worse, leave you vulnerable to a potential lawsuit.\u201d<\/p>\n

Wilson recommends that employers take a proactive approach to managing political discussions in the office to avoid any awkwardness or issues that could arise if employees are left to their own devices.\u00a0 Here are his four tips for managing politics at the office this election season.<\/p>\n

    \n
  1. Review your policy on politics
    \n<\/strong>\u201cMany companies have a policy or guidelines that prohibit posting of political propaganda or wearing political clothing in the workplace,\u201d says Wilson.\u00a0 \u201cIf your company has such a policy, share it with employees to remind them of what is acceptable and what isn\u2019t.\u201d Wilson suggests that companies that don\u2019t have guidelines consider crafting one to avoid creating any potential tension or confrontations between employees at work.<\/li>\n<\/ol>\n
      \n
    1. Set the example
      \n<\/strong>\u201cPolitical talk around the office is inevitable,\u201d says Wilson. \u201cEspecially this election year which is more contentious and divisive than we\u2019ve seen in decades.\u201d Wilson advises bosses and supervisors to set the example for what is appropriate conversation in the office by keeping political discussions brief, light and \u00a0non-confrontational. He recommends that bosses and supervisors notify employees who engage in heated exchanges that it is not acceptable in the office, or risk creating a hostile work environment.<\/li>\n<\/ol>\n
        \n
      1. Avoid specific topics
        \n<\/strong>Certain issues that are tied to moral or religious beliefs, like same-sex marriage or transgender rights, should be avoided. \u201cWhile it is ok to talk about politics at some level, supervisors in particular should be careful not to talk about highly charged issues. It could leave them vulnerable to a discrimination lawsuit,\u201d states Wilson.<\/li>\n<\/ol>\n
          \n
        1. Mind your social media
          \n<\/strong>If you\u2019re the boss and friends with your employees on social media, be careful with your postings, warns Wilson. \u201cAfter work and on your own time, when political talk is technically OK, it\u2019s still best to post carefully. Your personal political opinions can change someone\u2019s opinion of you, your work or your ability to be seen as a fair boss,\u201d states Wilson. \u201cIn addition, mind your company\u2019s social media posts to avoid turning off\u00a0customers.\u201d<\/li>\n<\/ol>\n

          \u201cGiven the media coverage and divisiveness of this election season, it\u2019s unreasonable to think you can keep employees from engaging in political discourse,\u201d says Wilson.\u00a0 \u201cBut you can lay out some guidelines for your office that not only inform employees what\u2019s acceptable but also protect you from creating a toxic work environment. Remember, once the election is over, we all need to still get along with our co-workers.\u201d<\/p>\n

          For more on this topic, please contact Rob Wilson at\u00a0rwilson@thewilsoncompanies.com<\/a>.<\/p>\n","protected":false},"excerpt":{"rendered":"

          Employment expert Rob Wilson offers tips to keep office politics PC this election season For many, November 8th can\u2019t arrive soon enough. With 228 days until the 2016 presidential election, discussions and debates about the candidates, the electoral process and… <\/p>\n

          Continue reading →<\/span><\/a><\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"jetpack_post_was_ever_published":false,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[8],"tags":[],"class_list":["post-92","post","type-post","status-publish","format-standard","hentry","category-human-resources"],"featured_image_src":null,"author_info":{"display_name":"Employco USA","author_link":"https:\/\/www.employco.com\/blog\/author\/employcousa\/"},"yoast_head":"\r\nManaging Political Talk in the Workplace\u00a0 - Employco Blog<\/title>\r\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\r\n<link rel=\"canonical\" href=\"https:\/\/www.employco.com\/blog\/2016\/05\/11\/managing-political-talk-in-the-workplace\/\" \/>\r\n<meta property=\"og:locale\" content=\"en_US\" \/>\r\n<meta property=\"og:type\" content=\"article\" \/>\r\n<meta property=\"og:title\" content=\"Managing Political Talk in the Workplace\u00a0 - Employco Blog\" \/>\r\n<meta property=\"og:description\" content=\"Employment expert Rob Wilson offers tips to keep office politics PC this election season For many, November 8th can\u2019t arrive soon enough. 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