By Paul Falcone
Have you ever heard of the STEEP framework? Social scientists, economists and others use it to understand the large-scale drivers from which trends are born. STEEP stands for social, technological, economic, environmental and political. It applies well to the many challenges employers and workers face today.
Managing conflict in the workplace nowadays comes from several STEEP sources, especially the political category, and it’s no wonder. Our nation is divided like never before in our lifetimes as the upcoming presidential election approaches. Managers and employees alike find it challenging to leave their feelings on the doorstep before they walk into the workplace. We must all be aware of the heightened sensitivities, anxiety and general sense of uneasiness that will likely permeate as the election draws near.
From the management side, you must set expectations clearly for your team members and not burn bridges in a visceral environment where resentment can build and tempers can flare. Here’s how to set appropriate expectations for your staff. Remember, though, to run this “script” by your manager, business owner or HR representative before sharing it in a meeting.
Management script: Expectations regarding appropriate workplace conduct
“Everyone, in light of the upcoming presidential election, we’re taking this opportunity to remind you all about our expectations regarding appropriate behavior and conduct in the workplace. Unfortunately, the temperature has gone into overheat mode when it comes to red hats and blue hats.
“We respect everyone’s right to support and vote for whomever they want. And yes, we recognize that political and ideological speech is protected by the First Amendment. Where the line gets blurry, however, is expressing one’s opinions with an intent to ridicule, put down or shame or humiliate others. That’s not who we are as an organization, and that’s not who we choose to be. Such behavior also could potentially violate our policies on anti-discrimination and creating and maintaining a safe and respectful work environment.
“We expect each and every one of our employees to create the space for their peers to do their best work every day to the best of their abilities. We expect everyone to feel a strong sense of belonging and inclusion, no matter our political orientation or the challenges we face outside our doors. We’re here to have one another’s backs, to bring out the best in each other and to make it safe for everyone to do their best work every day with peace of mind. In short, we’re all in this together, and we’re all responsible for bringing out the best in one another and nothing less.
“While we don’t intend to squelch anyone’s political points of view or stifle their communications, we have to draw a line when it comes to inflammatory rhetoric that’s intended to intimidate or humiliate others. And we’re casting that net very widely. In other words, whether comments come across as direct or veiled threats, employees who make them will be held fully accountable for their actions and the reactions that result from them. In other words, we’re holding you accountable for your own ‘perception management’—that means not on your stated intentions but the ultimate effect and impact of your words on others.
“Thank you for taking this message seriously. We know these are difficult times for many reasons. And while you have every right to your political beliefs and party affiliation, you’re responsible for remaining aware of and sensitive to the level of tensions and frustration throughout the community, including among your co-workers, who may be feeling stress and outright fear about the upcoming elections. We’ll make it up to Election Day in November together if we maintain respect for one another’s individual differences and points of view.
“Everyone at XYZ Company should feel safe, welcome, respected and included. We all have a vested interest in reducing disruption and maintaining a culture of respect. And we can only achieve that with everyone’s support and commitment. Does anyone have any questions or suggestions they’d like to share?” [No] “Then I thank you all for your support and cooperation moving forward through these unprecedented times. I just wanted to make sure that we’re all aligned and on the same page about our company’s expectations of us.”
With such clear expectations set proactively upfront, a healthy foundation of respect can be established and reinforced moving forward, avoiding potential problems down the road.
Paul Falcone is the principal of Paul Falcone Workplace Leadership Consulting, LLC, which specializes in leadership and management training and executive coaching, and a bestselling author of 17 books with HarperCollins Leadership and the American Management Association, including the new First-Time Manager: Leading Through Crisis.
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