As voters headed to the polls today (4 July, 2024), 44 percent of UK managers said they have seen political disagreements between colleagues create tension in their teams over recent months.
The research from the Chartered Management Institute (CMI), based on a survey of 1,000 managers across the country, found that of the managers that had witnessed political disagreements, one in four said the disputes had caused increased stress among colleagues (25 percent) and tension in team meetings or discussions (25 percent).
One in five managers reported a deterioration in team cohesion and collaboration (20 percent). A minority also reported a negative impact on overall productivity (13 percent) and overall work performance (13 percent).
Women managers were significantly more likely than men to say that disagreements over political views have resulted in increased stress among colleagues (30 percent versus 19 percent).
Google ban
In April this year, concerns about political rows at work prompted Google CEO Sundar Pichai to tell his workforce that he didn’t want people to discuss politics in the office any more.
In response to the issue of political disputes, Ann Francke, CMI CEO, has outlined five actions employers can take to mitigate it.
She emphasised the need for managers to address the growing polarisation in workplaces to prevent arguments from escalating and getting out of hand.
Encourage constructive debate on issues
Focus discussion on educating and sharing diverse perspectives rather than aligning with specific political parties or getting personal. Healthy debate can strengthen networks and increase knowledge among your team.
Communicate policies early
Many organisations don’t have policies on political engagement, so it’s essential that leaders clearly state what behaviours are allowed and not allowed in relation to political discussions. While there’s no one-size-fits-all approach, employers need to consider the diversity in their workforce. For example, politically active staff will need clear rules on campaigning during work hours and social media use, while some staff may need general guidance on respectful debate.
Train your leaders on how to handle conflict
According to CMI research, most managers (82 percent) are accidental managers, meaning they’ve entered their role without any formal training. Before your managers take a potentially reckless, do-your-own-thing approach to handling these often-sensitive conflicts, consider hosting a training session to align your senior team on best practices and policies.
Cultivate a respectful culture
Political debates often get personal quickly, causing problems long after election day. This is the moment where your culture is really tested. If you have a culture rooted in respect and listening, it’s likely that any discussions will be conducted respectfully and within the guidelines for polite debate. A toxic culture will quickly encourage personal attacks, point scoring, and whispered conversations about colleagues.
Enforce policies consistently
Fairness is crucial, particularly when it comes to political issues. Any indication that an individual is being singled out due to their political views is cause for discrimination and could cause legal challenges. Companies must apply policies uniformly across their organisation and reinforce the importance of maintaining a respectful and professional work environment.
