As election year tensions escalate, leaders and executives from across many industries could face political strife in the workplace. An Avenue M quick poll with more than 60 CEOs and executives reveals a nearly even split, with 45% acknowledging divergent views that can be challenging to manage. Promoting respect for differing opinions is key to maintaining a positive work environment.

This election year is more intense than ever, with candidates neck and neck and both parties warning of dire outcomes if their opponent wins. With emotions running high and tempers flaring–especially after Tuesday night’s presidential debate, which intensified the already charged atmosphere– there is even more possibility for that tension to seep into the workplace.

It’s no secret that election years are often difficult for organization leaders because there’s the potential for interoffice discord. Even so, in the face of these factors, 50 percent of association executives say they are not concerned about conflicting views among staff and members, 45 percent are, and only 5 percent are unsure, according to an early-September Avenue M quick poll with 62 executives.

When asked what strategies they recommend for leading through these volatile times, one executive who replied unsure, said, “We’ve begun discussing that the election will be tight and are approaching it from a positive angle. I have thanked everyone for keeping politics out of work chats and trust we can continue to do that.”

Another leader, who was also unsure, said, “Recognize that everyone has an opinion and strongly held opinions don’t often change with facts, but get more entrenched. Encourage staff to listen without judgment or attempt to change minds and focus their attention on taking care of the customers and members.”

One of the CEOs who were not concerned said, “We are a divided team, but our culture is supportive of each other, so we avoid political talk at work where it will offend or create conflict or hurt feelings.” Another shared, “I’m more concerned about how to manage the election’s outcome, especially if the other candidate wins.” And one CEO advised, “Allow staff the space for civil discussion!”

With the election around the corner and as leaders continue to grapple with these challenging times, a timely dinner series hosted by CEO Update—Managing Divergent Beliefs of Staff and Members—will be held on October 15 in Washington, DC. The event aims to assist CEOs as they navigate varying viewpoints among their team and membership by networking with fellow CEOs, exchanging ideas, and finding strategies for creating a more unified office environment.

Managing political stress at work during a heated election year is all about finding the right balance. Association executives need to foster a respectful environment, set clear guidelines for political talks, and be mindful of different viewpoints.

By promoting open communication and empathy, leaders can lessen the impact of political stress and keep the workplace positive and inclusive. Handling these challenges with care can boost morale and strengthen team unity.

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For more insights on navigating political uncertainty in the workplace, read Avenue M’s quick summaries of the following resources, and click the links below.

Talking Politics at Work: A Double-Edged Sword

According to Gallup, in February, nearly half of U.S. workers talk politics with coworkers. Onsite employees (54 percent) discuss politics more than remote workers (28 percent), with hybrid workers (48 percent) also joining in frequently. Political conversations are more common in male-dominated industries (52 percent) and conservative-leaning sectors (60 percent) compared to female-dominated (42 percent) and liberal-leaning industries (48 percent).

Talking about politics at work can have mixed effects. Fourteen percent of employees say it makes them feel more included, and 11 percent feel closer to their coworkers. However, 12 percent find these discussions uncomfortable, and 3 percent feel they’re treated unfairly because of their views. Younger workers are more likely to feel uneasy but also report stronger connections, while men, who have more of these discussions, often feel more included than women.

Here are some strategies for leaders.

• Encourage respect and inclusion by promoting active listening and understanding different viewpoints.
• Help employees apply the organization’s values in daily interactions, fostering empathy even in disagreements.
• Set clear guidelines for respectful conversations and have systems in place to handle any disrespect or discrimination.

Biden? Trump? The Politics of Talking About It at the Office.

For many executives, election seasons are a productivity headache, causing division and distractions. Some companies, like Coinbase and Basecamp, have tried banning political discussions, though this can lead to attrition. Larger companies like Meta and Google have also introduced policies limiting political conversations but without the same backlash.

While banning politics at work might reduce disruptions, it’s not always practical. Experts argue that restricting political talk can build up frustrations that eventually blow up. A better approach could be fostering respect and addressing performance issues directly. Many businesses already have policies, like social media and harassment guidelines, which cover political conflicts without needing a full ban.

How to Manage Political Discussions in the Workplace

A ResumeHelp study found that 51 percent of people think political discussions at work create a negative environment. With the upcoming election, tensions are rising, and simply banning these conversations might backfire by making employees feel disconnected and distrustful of leadership.

The survey also showed that 59 percent of workers believe their boss’s political views impact how they manage, and 23 percent have skipped applying to jobs due to an organization’s politics.

Here are tips for navigating political discussions at work.

• Acknowledge that political tensions are high and may be causing stress or fear among team members.
• Remind employees that the workplace should be safe, inclusive, and respectful for everyone.
• Approach political conversations with curiosity, aiming for understanding rather than trying to change opinions.

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Contributors: Sheri Jacobs, FASAE, CAE & Lisa Boylan
Image: Adobe Stock