Nextep's 2021 Annual Report is here! See what we accomplished together this year.

Relief for Your Political Tension Headache in the Workplace

Beth Dean 10.07.15
60 Sign Ask More Questions

Although the next presidential election isn’t until November 2016, the race is already filled with hotly debated dynamic characters, which can lead to strife among those with differing political views in the workplace.

As an employer of choice, chances are, you hired a diverse range of employees with differing viewpoints and approaches to solutions. While this is great for your workforce, those differing personalities can lead to some strong arguments when it comes to personal beliefs.

It’s not too early to address the political differences and arguments that can arise between employees. These tips can bring relief for your political tension headache in the workplace.

See it for yourself.
Don’t just believe the rumors. Watch the interaction between the employees and the effect it has on the department before jumping to conclusions. Sometimes, a discussion is able to remain just that; a discussion. Ideally, employees will behave as the grown adults they are and resolve their differences without needing supervisor intervention.

Don’t take sides.
Your job is not to decide who is right and who is wrong; your job as the manager is to ensure that the conflict does not interfere with work. This can be difficult since it is hard to leave one’s personal beliefs at the door, so we’ll repeat it: it is not the manager’s job to take sides in a political debate. The important thing is to make sure employees remain civil and that no harassing, slanderous, or discriminatory language is used.

Set goals together.
In the case of a seemingly irrevocable employee disagreement, ask each side for ideas on repairing the situation and make them each accountable for reaching those goals. In other words; make them responsible for coming up with a solution. Set a specific deadline and have both employees individually report to you at regular intervals with progress.

Remain professional.
Remind the employees that they must maintain a professional workplace; if their disagreement continues to affect work, they will receive written warnings under the progressive discipline process that can lead to termination. Differences of opinion are okay. Respectful discourse and discussion is okay. Insults, discrimination, and ridicule in the workplace are absolutely not okay.

Document, document, document.
As with every disciplinary situation, keep clear, unbiased written records. Differences of political opinion alone are not grounds for termination, but if one or more employees are creating a hostile work environment, the company will want to keep thorough written records to ensure that any terminations include proper documentation and cause.

Again, employees are adults and are entitled to their opinions. As with any employee management issue, please contact Nextep’s HR team for additional human resource guidance.

Also on Nextep

We all know the importance of regular physicals and check-ups, but when was the last time you checked in on your mental health? May is Mental Health Awareness month, serving as a good reminder of how crucial a healthy mind is in the overall map of our wellbeing. This list and infographic can get you […]
Read more
If you’ve made it to this blog on leadership training, chances are you’ve spent some time with us the last couple of months as we dove into turning The Great Resignation into The Great Retention.  So far, we’ve covered flexibility, DEI, employee growth, pay, employee engagement, and benefits. While each of these is important, when […]
Read more
It’s no surprise benefits are one of the top reasons for employees staying with a company or going elsewhere. The Society for Human Resource Management (SHRM) study shows that 36% of employees leave for better benefits. Employee retention can be daunting, but we’re here to break it down! Therefore, we’re talking today about benefits. We’ll look […]
Read more
Employee engagement is a crucial piece of the recruiting and retaining top talent puzzle. When it comes to employee engagement, few people in Nextep can speak more authoritatively on the subject than our very own Director of Happiness, Tracey Hixon. To help you get started, Tracey answers some questions about how to retain employees by […]
Read more
In our employee retention series, we’ve talked about flexibility, employee growth, and diversity, equity, and inclusion (DEI). Now, let’s look at another topic that has a massive impact on attracting and retaining top talent: pay! The Great Resignation and the impacts of an ongoing pandemic have long-lasting effects. As a result, employees are evaluating their […]
Read more
Now is the time for employers to carefully review any arbitration or employment agreements they have in place. On March 3, 2022, President Biden signed the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act (HR 4445).  In cases of sexual assault or harassment in the workplace, many employers ask employees to sign arbitration […]
Read more
How often do you get the chance to expand beyond your current retention or recruiting strategies? It’s common for managers to get stuck in the daily work routine and overlook the growth opportunities their employees want. That neglect may mean a greater chance of talented employees leaving in the short run. Around 48% of employees […]
Read more
When employees can’t bring their whole self to work, they leave. Creating a diverse, equitable, and inclusive (DEI) workplace is imperative to increasing employee engagement and retention. Also vital: talking to your employees about it “Black and Hispanic workers are more likely than white workers to say they’re actively looking for new employment opportunities,” according […]
Read more
The Great Resignation: a term most leaders are probably tired of hearing but can’t ignore. So, instead, let’s talk about The Great Retention! We know tackling retention can be a daunting task, which is why we’re here to help you break it down and take it one step at a time.  The Great Resignation Retention […]
Read more
Finding a PEO can be a daunting task. You should feel confident in your partnership with Nextep or any PEO for that matter. To ensure you do, we’ve put together a short checklist of questions to ask in your meetings with PEOs.  1. What accreditations and certifications do you hold?  A few credentials you’ll want […]
Read more
It’s important to know about upcoming changes to tax laws for businesses. Prepare your company’s budget with this cheat sheet! 2022 Tax Update Breakdown Social Security wage base First $147,00 of wages in 2022 FICA – Social Security (OASDI) 6.2%, up to the wage base FICA – Medicare 1.45% up to $200,000, then 2.35% (The […]
Read more
Along with the new year comes new minimum wages for several states on January 1, 2022, that employers should be aware of. As a reminder, when state law differs from federal law, employers must use the wage that benefits the employee the most. In this case, the state minimum wages are higher than the $7.25 […]
Read more

Download Our App