NEW YORK (AP) The political divisions that have caused rifts in friendships, families, and communities cannot be easily repaired.
However, when ideological disagreements are allowed to fester, it can negatively impact teamwork and sentiments of respect for one another, as well as workplace morale and productivity. It can be a delicate balancing act to find a place where people can process their feelings without losing their composure.
While discussing politics with coworkers can be energizing, it can also backfire when we disagree. People may feel mistreated or frightened if they are exposed to strongly held opinions that contradict their own values. Tensions were heightened by this month’s U.S. presidential election.
“There was a lot of anxiety during this election, and you need to create psychological safety in people during times of anxiety,” said Ron Gutman, co-founder and co-CEO of the health technology business Intrivo and an adjunct professor of leadership at Stanford University. In order to restore mutual trust, you must first establish it in others.
Here are some strategies for handling political disputes at work from psychologists, business executives, and communication specialists.
Be humble.
Executives, managers, and staff may all exercise humility to create a more tranquil workplace. This entails acknowledging that no one has all the answers and viewing ourselves as equals rather than superiors to our coworkers and subordinates.
According to Inclusivv CEO Jenn Graham, whose company facilitates structured discussions about social and political topics for business clients, we may stay receptive to fresh viewpoints and ideas when we listen to people carefully and let go of the instinctive trust in our own infallibility.
We could say anything along the lines of, “I’ve never heard of or considered that before.” “I appreciate you sharing,” Graham remarked. Additionally, the act of just saying “thank you” for sharing, when paired with humility and thankfulness, establishes a reciprocal relationship for that courageous space and psychological safety. And now more than ever, we must cultivate that.
Jake Telkamp, an assistant professor at Augusta University in Georgia, advised developing a humble mindset by considering why you can be mistaken and the possibility that the reverse of what you think is true. According to him, humans are very adept at looking for evidence to support our opinions and then carefully examining evidence to the contrary.
Know your rights and locate your supporters.
Sometimes a more cautious approach is necessary. You might need to look for allies who can help you digest what you’re hearing and experiencing if political discourse seems like a personal assault.
For instance, psychologist Alfiee Breland-Noble, founder of The AAKOMA Project, a nonprofit organization dedicated to empowering youth and young adults of color and those who experience sexism and homophobia, said that many people were extremely upset when a comedian at a campaign rally for President-elect Donald Trump last month referred to Puerto Rico as a floating island of garbage.
According to her, the same was true after Black adults and teenagers were notified by text message this month that they had been chosen to pick cotton.
Many people have been depressed; why isn’t somebody publicly stating that you can’t say these things about members of my community? Breland-Noble spoke.
People ask themselves, “Where do I go with this struggle that I’m having?” as if their lives depended on it. “We all feel like we’re being attacked because people who look like me nationwide,” she remarked.
Employees who feel excluded by political conversation are encouraged by Breland-Noble to find coworkers with whom they can confide, review workplace procedures for any regulations on inappropriate speech and behavior, and think about discussing their experiences with a trusted supervisor.
“There are many people around you who are dealing with this stuff literally every day, so there is a lot we can learn from how people have managed having a marginalized identity and being in the workplace over time,” Breland-Noble said.
Verify your employer’s social media policies as well. Brad Kelley, a shareholder who represents employers at the legal firm Littler, claimed that employees can be dismissed in several jurisdictions for expressing their political views online.
Seek out areas of agreement.
Finding common ground is one strategy to promote a peaceful ending while trying to end conflict.
Graham encourages participants in the organized talks she facilitates to start by paying attention to and acknowledging what the other person is saying. Do it again. Respect their feelings. After that, you can express your viewpoint, and you could discover commonalities, she said.
According to Graham, the ideal thing to look for when seeking common ground is a shared value. It might be as easy as realizing that we both want and need (fill in the blank).
The majority of people desire a nation that is happier, healthier, and more rich, but they frequently disagree on how to get there, according to Telkamp. Tension can be reduced by acknowledging common objectives.
According to Telkamp, people on the left and right dislike, mistrust, and generally believe that those on the opposite side are stupid and wicked. How we can sort of step back from the brink and return to a greater understanding of one another is what interests me.
Encourage enjoyable dialogue
Establishing routines for staff members to express what matters to them is one method managers can attempt to heal divisions, according to Gutman. In an organization, this can help establish a foundation of trust.
At Intrivo, staff members get together for an hour every Friday, and one individual gives a presentation about a subject they are enthusiastic about. It could be a talent, a family activity, an idea, or a pastime. According to him, political subjects are OK as long as no one is disparaging others.
According to Gutman, it might be extremely technical or extremely foolish. According to him, the discussions foster a sense of safety, camaraderie, and trust.
Know when to leave.
Sometimes keeping our opinions to ourselves or removing ourselves from the issue is the best course of action when a discussion becomes heated.
According to Telkamp, leaders might want to think about not expressing their political opinions as this could turn off some employees. “It’s not about putting your beliefs on hold,” he stated. It’s more about maintaining the work-related concentration in the office.
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