As we approach another highly charged election, it’s hard to miss the impact it’s having on everyone’s daily life. Outside the office, debates are running hot, news feeds are buzzing, and the tension is palpable. Inside the office, these divides can make their way into conversations, add stress to team dynamics, and potentially disrupt workplace harmony. But instead of bracing for conflict or simply reminding employees to “keep things civil,” there’s a fresh opportunity here for leaders to cultivate a truly resilient environment—one that values different perspectives while keeping the team cohesive and focused.
This isn’t about enforcing neutrality or sidestepping discussions; it’s about empowering teams to feel safe, seen, and connected, even in turbulent times. Here’s how leaders can not only bridge political and ideological divides but create a workplace culture that thrives on its differences and uses them to fuel growth, creativity, and unity.
1. Start with Empathy, Not Avoidance
When tensions rise, the instinct may be to avoid any and all political discussions, shutting down the potential for conflict. But people’s values, beliefs, and concerns are part of who they are; asking employees to leave these at the door can feel like asking them to leave part of themselves behind. Instead, encourage an empathetic approach, where it’s safe to express feelings without fear of judgment or escalation.
How Leaders Can Foster Empathy:
- Create spaces for listening: Regular check-ins or optional “listening sessions” can give employees a space to share what’s on their minds. For example, a weekly “tea time” chat, where employees can bring their concerns to the table—whether work-related or not—allows everyone to decompress and see each other’s perspectives.
- Lead by example: Share your own experience or stress around the election, emphasizing how you’re working to find balance and understanding. This personal touch reminds employees that they’re not alone and that their leaders are human, too.
Empathy doesn’t mean full agreement or alignment; it means respecting where people are coming from and recognizing that everyone is experiencing this moment differently.
2. Foster Curiosity over Conviction
In divided times, many people feel a pressure to “stand firm” in their beliefs, sometimes to the point where hearing others out feels like conceding. But what if we could replace that defensive energy with curiosity? Encouraging teams to stay curious about each other’s perspectives can transform tense interactions into productive exchanges.
Ways to Promote Curiosity:
- Ask “what” and “how” questions: Leaders can set the tone by asking questions like, “What aspect of this issue resonates with you?” or “How does this impact your perspective?” Framing questions in a way that’s open-ended, non-confrontational, and non-judgmental encourages curiosity without putting people on the defensive.
- Introduce “Curiosity Challenges”: In team settings, try a curiosity challenge, where participants are encouraged to ask two open-ended questions of someone with a different perspective before sharing their own. This can help shift the energy from argument to inquiry and build understanding.
By promoting curiosity, you’re not asking employees to agree with each other but to value the act of learning from one another.
3. Build Psychological Safety—Beyond Buzzwords
Psychological safety is more than a trendy phrase; it’s the bedrock of any resilient team, especially during contentious times. When employees feel safe to speak their minds without fear of judgment or retribution, they’re more likely to stay engaged, collaborative, and respectful—even when they disagree.
Actions to Cultivate a Psychologically Safe Environment:
- Reward open dialogue: Recognize employees who contribute to open dialogue, whether through asking thoughtful questions or creating a supportive environment for others. Highlighting positive examples of respectful engagement can encourage more of the same.
- Zero tolerance for toxic behavior: Make it clear that bullying, name-calling, or personal attacks—regardless of topic—are unacceptable. Enforce this consistently to set a clear boundary and demonstrate that all voices are respected equally.
- Reframe mistakes: If a conversation gets heated or someone inadvertently crosses a line, use it as a learning opportunity. Encourage people to apologize if needed and to reflect on how the conversation could have gone differently. Leaders can model this by admitting when they could have handled a situation better and encouraging others to do the same.
A workplace grounded in psychological safety sees tension not as a threat but as an opportunity for growth and connection.
4. Use Value-Based Goals to Unify Teams
In an election season, political identities may seem to be the defining factor in people’s lives, but at work, employees are united by shared goals and values. Instead of allowing divisions to take center stage, remind employees of the common ground they already share by weaving core company values into daily work.
Examples of Value-Based Goals:
- Collaborative projects around shared missions: If community service is part of your organization’s mission, create opportunities for employees to work together toward these goals. Aligning around a common cause can remind people of their shared purpose, helping them focus on what unites rather than divides them.
- Recognition tied to core values: Reinforce company values by recognizing employees who exemplify them. For example, if “respect” is a core value, acknowledge those who consistently respect diverse perspectives, regardless of their personal beliefs.
These shared values give employees something to rally around, making it easier to focus on what connects them.
5. Provide Support and Resources for Stress Management
Election seasons can heighten stress and anxiety, and for many employees, these external pressures inevitably bleed into their work lives. Acknowledging and addressing these stressors head-on is crucial in supporting employees’ well-being, productivity, and sense of belonging.
Strategies for Supporting Stress Management:
- Encourage mental health days or flexible hours: Allow employees the option to take mental health days or adjust their hours if the stress is impacting their productivity or well-being. Giving people room to decompress shows that their mental health is a priority.
- Provide stress management resources: Offering workshops or access to mental health resources—such as meditation apps, counseling sessions, or even in-house wellness seminars—can equip employees with tools to handle their stress proactively.
- Normalize support-seeking behaviors: Leaders can model support-seeking behaviors by sharing their own mental health strategies or encouraging team discussions on well-being, reinforcing that it’s okay to ask for help.
Showing that you care about employees’ well-being, even outside of work, builds trust and reinforces their sense of value within the organization.
6. Encourage Team-Building Activities that Promote Connection
Election season may be polarizing, but it also highlights the importance of human connection. Team-building activities—especially those that focus on shared fun, creativity, or non-work interests—remind employees that they are more than just their opinions. These activities can foster a sense of camaraderie and mutual respect that transcends political or ideological differences.
Creative Team-Building Ideas:
- Volunteer together: Organize a volunteer day for a cause everyone can support. Working side-by-side for a greater purpose reminds people of their shared humanity and builds bonds that transcend political differences.
- Host skill-sharing sessions: Let employees share hobbies or talents, like cooking, music, or art. These sessions reveal the multifaceted identities we all have and can help employees connect in surprising, meaningful ways.
- Book or film club with a twist: Choose themes that promote resilience, empathy, or growth (e.g., films on historical figures who overcame challenges) and discuss them as a group. This can help foster deeper discussions and give employees a chance to share their interpretations and reflections.
Fun, casual activities build rapport and create positive associations that make it easier for employees to navigate differences in opinion without letting them become divisive.
Transforming Tension into Opportunity
A workplace divided by election-year tensions isn’t inevitable. By focusing on empathy, curiosity, psychological safety, shared values, stress support, and creative team building, leaders can create a thriving environment that values diversity of thought and unity of purpose.
The goal isn’t to remove tension altogether—it’s to transform that tension into a catalyst for growth, connection, and resilience. A truly inclusive workplace doesn’t sidestep challenging conversations; it creates the conditions where those conversations can happen constructively and compassionately. In doing so, it sets the stage for a more innovative, supportive, and resilient team.
Latest posts by Tresha Moreland (see all)
- Learning to Listen: How Leaders Can Embrace Silence to Empower Their Teams - November 9, 2024
- Creating a Coaching Culture: How to Integrate Continuous Feedback for Lasting Growth - November 8, 2024
- From Crisis to Confidence: Building Organizational Strength Amidst Uncertainty - November 7, 2024
