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The Trump administration’s drastic moves since he took office are having a major effect on the workplace. Political debates in the office are on the rise, and a recent study from career platform Resume Now highlights how they’re fueling conflict amongst colleagues.
A vast majority (91%) of employees say they’ve personally experienced political discourse at their workplace, with 81% saying such tension has risen since Trump was elected. It’s also leading people to avoid each other when working in person. More than half of those surveyed said they have made efforts to actively avoid those with differing viewpoints.
At a time when workplace disengagement continues to be a major issue, HR leaders may want to consider creating policies around political talk in the office. Almost all employees surveyed (92%) said they would support those kinds of policies from management.
“While open dialogue can be valuable, political discussions can sometimes lead to tension or distraction,” says Keith Spencer, a career expert at Resume Now and author of the study. “Companies could consider policies that encourage professionalism and focus on work-related topics while ensuring employees still feel heard and respected.”
But companies shouldn’t outright ban political talk altogether, says Spencer. Instead, they should focus on setting guidelines for respectful communication. These should also be consistently enforced, he says, and focused on what acceptable behavior in general should look like, to avoid the perception that some viewpoints are policed more than others.
“Policies that prohibit harassment, discrimination, or disruptive behavior, while still allowing for personal expression in appropriate contexts, strike a balance between professionalism and inclusivity,” says Spencer.
Additionally, companies should offer training on how to navigate difficult conversations at work, especially for managers and HR leaders, he says. Learning new communication skills can help mitigate potentially damaging tensions before they impact productivity and engagement across the workplace.
Brit Morse
brit.morse@fortune.com
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