Tuesday, April 27, 2010

Election Year Politics and Office Talk - Protocols For Workplace

Most are familiar with the old adage cautioning against discussing religion or politics in polite company, but a recent survey indicates that a lot of are not heeding this advice when it comes to talking politics at the office.

due to a 2007 survey by Vault, 66% of respondents say that their co-workers discuss politics at work, while 46% have witnessed a political argument at the office.

With election season in full swing, impassioned political debate has the potential to escalate into conflict of a deeply personal nature, some of which may produce bad will among co-workers that can far outlast the current issues of the day.

While a certain amount of political discussion at work is unavoidable, it is not surprising that such talk often leads to heated and emotional argument. Political viewpoints often serve as umbrellas that cover a spectrum of deeply held personal beliefs that are informed by an individual's religion, culture, upbringing, economic class and other influences.

Appropriateness: When and how a lot?

Best practice dictates that employees avoid political discussion of any form during the normal conduct of business. Interjecting political commentary into meetings, work-related email and/or other official communication is highly unprofessional and grossly inappropriate. Doing so drags down productivity, creates unnecessary distraction, and can potentially alienate fellow employees and/or clients.

While the line is clear in the conduct of official business, it is not as clear when socializing with co-workers while on the job. The following are a couple of guidelines to help you steer clear of any unintended noxious side-effects that may come about when expressing your political views.

Be mindful of those around you:

While a boisterous political discussion may seem to you to be the perfect manner to spend your lunch break, other people may not share your enthusiasm for politics. Never take an individual's silence as agreement. it's equally likely to signal discomfort.

Before launching into a political discussion, ask all inside earshot two questions:

1. Are you comfortable having a political discussion with me?

2. Do you mind overhearing me talk about politics?

If the answer to either of these questions is no, then it's not appropriate to continue.

Remember that other people may feel as strongly as you:

While it is able to be frustrating when someone refuses to be swayed by your

seemingly reasonable arguments, it is significant to remember that other people have deeply and honestly held convictions as well. Bullying and/or pestering other people until they come around to your viewpoint is inappropriate behavior and will likely produce conflict, workplace disruption, and difficult feelings.

Avoiding escalation always begins with the respecting the rights of other people to believe differently than you. When in doubt, it is best to "agree to disagree" and drop the issue.

Never make it personal:

folks of good faith can disagree on all way of things. A particular political viewpoint is nothing more than a set of ideas and has no bearing on an individual's integrity or intelligence.

Never allow political disagreement to become personal. Always take care to avoid inflammatory language, personal insults, and sweeping generalizations.

Allow your sensibilities to be guided by basic courtesy. A good rule of thumb is to follow the same conversational etiquette that you would follow if you were a dinner guest in your co-worker's home.

Handling Harassment

No employee ought to feel compelled to agree with or remain silent in the face of aggressive political advocacy. Attempts to embarrass, ostracize, harass or punish employees for their political ideologies can produce a hostile work environment.

If you are uncomfortable with the discussion of politics at your workplace, it is suggested that you make your feelings known and politely assert your wish to avoid political discussion at the office. If met with resistance or retaliation, report your discomfort to a supervisor or a Human Resource representative.

No comments:

Post a Comment