Election 2024 - HR Leadership Amid Political Polarization
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The 2024 Election has forced Human Resources leaders to navigate the delicate dance of helping employees communicate with one another about topics in which many people have different opinions and positions. Emotions are raw, people are passionate, and tension can be high. Since 2020, many more people have brought their sociopolitical activism into their workplaces. This rise in employee activism can lead to both unity and tension.
"In these divisive times and especially during election season, it's important that employers lean into their employee base," says Charles Abramo, HR Exchange Network Advisory Board member and thought leader. "Employers today need to realize that the election season has an impact on their workforce. Leaning in with resources and understanding is critical to maintain a positive employee experience during a difficult time. The workforce is becoming more engaged with politics and issues that make the ballot resulting in more passion and conversation around it. Organizations would benefit from setting expectations with their employees on how to maintain a positive work experience for all."
WATCH: Charles Abramo in a session on Gen Z's tech expectations at All Access: Digital Transformation in HR
Prepare for What's Coming
Indeed, Jennifer Dulski, a Google and Meta alumna and CEO of Rising Team, says HR leaders should prepare by coming up with different scenarios that might play out as Election Day nears and arrives. HR leaders should work with their team to determine how to respond to each scenario.
Ask yourself some questions:
- How will people react if one person wins over the other?
- What will the office be like if we don't have the answer on who won for days after Election Day?
- How will we respond if violence breaks out?
Communicate with Employees
Executives should be ready to express themselves and be open with workers as people are going to the polls and then waiting for results. This could be sent as an email or message via Teams or Slack.
"The most important thing is that the leadership come out and say, 'Hey, we know this might be a difficult few days. We know that people in the organization may feel differently about it. Here's what we are offering to help support you. Here's what we expect in terms of how we'll stay focused on in the meantime,'etc," says Dulski. "Just kind of [have] some ready communications is where I would start, and then maybe offer some outlets for people to talk and get things off their chest."
Follow up with people. It's not enough to communicate once. Be prepared with different messages for different outcomes and scenarios.
Educate People on Civil Discourse
Civil discourse refers to a respectful way to disagree and talk about subjects on which we have different opinions or points of view. Dulski breaks it out into four steps:
- Listening and seeking to understand.
- Empathy as in putting yourself in the other's shoes.
- Show respect by sharing your own opinions with stability, without judgement of others.
- Awareness of when to take a break if things get heated.
These skills can be developed and considered. Dulski provides people with instructions on how to strengthen these muscles. Some of it is common sense and sensitivity. Leaders should train people on how to have these conversations.
"Trust your people," says Dulski, "and empower them with the skills and tools to handle these conversations."
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