HR Policy hosted a second Managing Political Differences at Work webinar, addressing the intense nature of political elections and strategies for managing a workforce that may struggle to leave that stress behind.
The big picture: The panel opened with an overview by Tanya Lewis-Walls of UnitedHealth Group of the data behind workplace stress and anxiety, focusing on the fact that election anxiety is just one factor in an employee’s overall wellbeing. Presenters emphasized the need for employers to reinforce effective strategies for improving overall behavioral health including:
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On-demand tools that promote stress reduction and community building;
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Skill building through coaching and manager training;
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Emotional support through Employee Assistance Programs (EAPs); and
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Clinical support such as crisis management and on-site clinics.
Invest in people leaders: CHRO panelists Ashley Goldsmith of Workday and Stephanie Fehr from UnitedHealthcare highlighted the challenging role leaders have in building a culture rooted in trust:
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Nearly 67% of employees say they would like to engage in conversations around difficult topics but only about half trust the conversation would be productive and “psychologically safe.”
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Panelists reinforced the importance of equipping leaders with resources on managing productive dialogue on the election and recognizing emotional distress in colleagues to help promote a harmonious work environment.
Foster respectful workplaces: When making determinations around what kind and in what environment difficult conversations are allowed, focusing on areas of agreement and trusting employees to act in a respectful manner is the first step.
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Reinforce your organization’s policies and work privately with individuals that may violate these policies.
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Consider modes of communication such as dedicated social media channels and affinity groups which allow employees who do not want to discuss politics to avoid these conversations.
HRPA resource: Our 5 Ways to Manage Political Differences in the Workplace report highlights top strategies for handling situations that could derail employee productivity and increase legal exposure.
