For the majority of employees concerned about their well-being, it's advisable to keep their political opinions private and abstain from participating in political discussions or confrontations in the workplace, according to Grossman. "What was once a rule for the Thanksgiving dinner table should now apply to workplace settings as well," he continued. "Politics significantly polarizes groups and is among the quickest ways to breed discomfort."
If prevention fails and the subject of the forthcoming election arises, the primary rule is to respect differing viewpoints, Grossman emphasized. "Recognize that political discussions can be deeply personal and sensitive. Allow others the chance to communicate their views freely without casting judgment. Concentrate on discussing policies rather than personalities. Frame your statements as opinions rather than indisputable facts," he advised.
In situations where the dialogue turns tense or awkward, redirect away from politics by altering the conversation's focus, Grossman recommended. "Divert the discussion to non-political subjects by interjecting with, 'I need to interrupt here. Can we shift our focus to work-related topics like X?' Or simply express your discomfort by saying, 'This is making me uncomfortable. Can we change the subject, please?'"
Should you fail to calm an escalating conversation but later regret the part you played, "tackle the issue thoughtfully and professionally," stated Grossman. "If you suspect your remarks have made someone uneasy, acknowledge the possibility and offer a sincere apology. Clarify that your purpose was not to provoke discomfort," he added.
Moreover, managers ought to be ready to manage stressful episodes. "Managers need not only understand the organizational culture around discussing politics but should also be equipped to defuse potential conflicts and engage in open and honest discussions about appropriate behaviors and leading by example," Grossman elaborated.
While some organizations permit and even encourage political discussions at work, seeing it as a way to promote diversity and civil discourse, others have prohibited such topics to maintain focus among the workforce.
Employees should be aware of their company's stance on these discussions, and organizations ought to understand the motivations behind their policies, Grossman commented. "Different approaches may be effective, but the company culture always supersedes any written policy and should guide the creation of these policies," he told Newsweek. "No matter the chosen policy direction, employers should support civic engagement, such as offering time off to vote."