The workplace needs to remain free of divisiveness and conflict regarding the election.

In this highly fractious and divisive political culture, as a leader, it is essential to create a workplace environment that is absent of negativity and hate that exists outside the organization surrounding the election.

Guaranteeing that the workplace culture is safe physically and emotionally not just on voting day, but in upcoming weeks and months, over a possibly contested outcome is a top priority. And one that exists whether the workplace is virtual or in-person. Decreasing political anxiety at work is the goal.

“Guaranteeing that the #workplaceculture is #safe physically and emotionally not just on #votingday, but in upcoming weeks and months is a top priority. #election2024”

The mission of civility during this time applies to private companies, non-profits (that are legally mandated to be non-partisan), as well as larger public companies with an extensive employee base and perhaps a distanced hierarchy of ownership. A leader in every arena needs to model neutrality and respect.

“Americans are feeling increasingly stressed about politics amid an assassination attempt, a late-breaking candidate change, debate drama, and legal battles,” the American Psychological Association reports. “In APA’s 2024 Stress in America survey, 77% of U.S. adults said the future of our nation was a significant source of stress in their lives.”

That stress and political anxiety can lead to reduced productivity at work, extended absences from work, breakdown of collaboration across teams, and a failure to produce required outcomes and meet deadlines.

Other very serious concerns are prevalent. The APA study shows, “Many U.S., adults said they were worried that the election results could lead to violence (74% of respondents) or that the 2024 election could be the end of democracy in the U.S. (56% of respondents). In the most severe cases, the APA reports, “Across three separate surveys, 1 in 20 people also reported being so distressed about politics that they had suicidal thoughts.”

But a balance of work and political opinion is possible when guardrails of respect are enforced. Creating and upholding clear policy guidelines for political expression—whether by prohibiting it at work, or setting very clear boundaries—may help the virtual or IRL space maintain professional neutrality. This must come from the top and be understood by everyone in the organization.

Gloria Feldt, co-founder and president of Take The Lead writes recently in her blog, The Sum, “Leaders must be aware of our most deeply held values and include them in decision making in order to be seen as authentic. It’s also a matter of being in tune with our own integrity about the matter being decided. People follow people who are authentic, and have a point of view. You don’t have to share who you’re voting for, but it is important to share the commitment to democracy and civic engagement that motivates you to value voting.”

“You don’t have to share who you’re voting for, but it is #important to share the commitment to #democracy and #civicengagement that motivates you to #valuevoting. — @GloriaFeldt1”

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According to Forbes, “Strong leaders play an essential role in protecting their people, including safeguarding their emotional and mental well-being. During election season, in particular, they must be able to hold space for team members’ emotions without letting discussions become divisive.”

Why is this so important?

SHRM’s latest Civility Index “found that U.S. organizations collectively lose more than $1.2 billion in reduced productivity per day due to uncivil behavior at work and $828 million per day due to absenteeism caused by incivility.”

A recent LifeStance Health survey of 1,052 U.S. employees shows, “79% said the upcoming U.S. presidential election has caused them anxiety this year, with 21% saying it has caused them significant anxiety. Nearly two-thirds (60%) of respondents who are currently in therapy say they have discussed politics or the election with their clinician during sessions. And more than half (57%) of respondents think about the election daily, including nearly one-third (31%) who said they think about it multiple times per day,” SHRM reports.

“The LifeStance survey found that younger generations are most likely to experience moderate to significant election-related anxiety, with 64% of Generation Z and 54% of Millennials being affected—making them more vulnerable to burnout and more likely to quit their jobs,” according to SHRM.

Giving colleagues, team members, and employees time off for voting or granting requested time off to those seeking some relief from the psychological stress is essential and must be applied to everyone, regardless of affiliation, without favorites or discrimination.

“And after the voting is over, please continue to exercise the opportunity to use your voice in the public square. That’s citizenship,” writes Feldt, on the importance of individual participation.

“And after the #voting is over, please continue to exercise the opportunity to use your voice in the #public square. That’s #citizenship. @GloriaFeldt1 on the importance of individual participation. ”

“In keeping with my view of leadership that a leader is someone who gets things done, and that we are all able to exercise leadership from whatever chair we sit in, regardless of the organization or situation, I’m a true believer in the rights and responsibilities of being a citizen,” Feldt writes.

A leader is responsible also for the tone, productivity, culture, cohesion and harmony in the workplace. Rules for political discussion during work hours can range from eliminating them in the office or in virtual meetings remotely, or allowing only during lunch breaks in specified areas or in planned discussions designated for the topic online.

“A leader is responsible also for the tone, productivity, culture, cohesion and harmony in the workplace. #election2024 #electionseason #politicsintheworkplace”

“Our role as leaders is to create an environment that acknowledges the reality of political stress while maintaining focus on organizational goals,” CCO Leadership reports.

Policies can be helpful by prohibiting colleagues from wearing apparel that is for one party or candidate, displaying signs for one candidate in the office space, cubicle and group area, or campaigning for one side by asking for donations or funding. While free speech is free, making anyone in the office uncomfortable because of these tactics is not helpful in the workplace.

“Clarify the limits on wearing political apparel or displaying political signs in the office. This ensures that political expression doesn’t create a divisive atmosphere or make others feel uncomfortable,” Go Athena reports. “Banning team members, managers, and leaders from participating and consuming social media at work is one strong step to separate work from politics. This is also crucial because of the rampant spread of disinformation in social media platforms.

According to Axios, “Nation-state election disinformation won't end on Nov. 5 as government officials prepare to fend off a wave of lies about the outcome. Conspiracy theories and partisan social media posts peddled by Russia, Iran, and China now have a longer shelf life.”

Just as this election has divided families, groups of friends, communities, and neighbors, it can also divide the office—and that division can be permanent.

Roxanne Petraeus, CEO and Co-founder of Ethena, reports; “I don’t think there’s a ‘right’ way to lead during hard times. Instead, as a leader, what’s most important is to figure out a style that is authentic to you and what your team needs.’”

Authenticity is not a permission slip to be publicly partisan and eliminate civil and inclusive discourse from many points of view. Discriminating against fair expression is not the goal. Spreading disinformation through work channels is not permissible. Leaders maintaining calm, mission-focused work at a time of unrest and uncertainty is.

“Spreading #disinformation through work channels is not permissible. Leaders maintaining #calm, mission-focused work at a time of #unrest and #uncertainty is. ”

According to McLane, “When crafting and implementing policies aimed at avoiding political conflict in the workplace, employers need to be careful not to overstep legal boundaries. While employers can enact policies that prohibit disruptive or harassing speech that creates a hostile environment, they cannot discriminate against employees because of their political beliefs or affiliations. Similarly, dress codes should be content neutral, and not single out any particular political views.”

True, this is just one election cycle in a lifetime of work and leadership experience. But many leaders and experts have decided it is an unprecedented time of conflict elevation in this culture. Advice on maintaining peaceful work conditions is abundant.

“Many #leaders and #experts have decided it is an unprecedented time of #conflictelevation in this culture. Advice on maintaining peaceful work conditions is abundant. #politicsintheworkplace”

According to the Global Guardian, “Encourage a workplace culture that values respectful dialogue, even when opinions differ. Establish clear policies on appropriate workplace behavior during election season and set expectations that political discussions should be civil and respectful.”

Additionally, “Regularly checking in with teams to gauge the emotional and political climate in the workplace can help managers address issues before they escalate. Provide guidance on how to handle politically charged disagreements or tensions between employees. Training supervisors and managers to mediate these situations can ensure that the workplace remains a safe and inclusive environment for everyone, regardless of political beliefs.”

Leadership Takeaway of The Week:

“I don’t think there’s a ‘right’ way to lead during hard times. Instead, as a leader, what’s most important is to figure out a style that is authentic to you and what your team needs.’”

Roxanne Petraeus, CEO and Co-founder, Ethena

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About the Author

Michele Weldon is editorial director of Take The Lead, an award-winning author, journalist, emerita faculty in journalism at Northwestern University and a senior leader with The OpEd Project. @micheleweldon www.micheleweldon.com