How to navigate political discussions in the workplace

As the 2024 election season has unfolded, political conversations have become increasingly polarized and pervasive, spilling over from cable news and social media into almost every aspect of daily life.

The Pew Research Center highlights just how deep these divides have become even since the 2016 election, with growing shares of both Republicans and Democrats describing members of the opposing party in starkly negative terms. Majorities of both parties now see each other as more dishonest, immoral, and unintelligent than other Americans.

Political divisiveness is especially disruptive in professional settings, where differences in beliefs can impact team dynamics, productivity, and morale. Even seemingly casual conversations about politics can have unintended consequences, from strained relationships to diminished performance. In today’s contentious political climate, understanding how to navigate these interactions is more critical than ever.

Political Conversations at Work: A Recipe for Stress

Political discussions in the workplace can create friction between colleagues who have opposing viewpoints, a situation that often leads to several other problems. According to research published in the journal Stress and Health, having a different political ideology than coworkers led to more reports of rude and uncivil behaviors, which had downstream consequences such as higher rates of burnout, lower job satisfaction, and a greater desire among employees to leave their positions.

Another study from the Journal of Applied Psychology found that even overhearing political conversations at work can trigger negative emotions, especially if the speakers express viewpoints you oppose. In fact, research suggests that, on average, when employees had more political conversations in a given week, they felt more drained, became more withdrawn from their work, and were even less likely to help other employees. Ultimately, in workplaces where polarization thrives, productivity and cohesion appear to suffer.

But there is some hope. Some ongoing research I’m conducting with colleagues, which is currently under peer review, suggests that while having a mix of political beliefs on a team does lead to interpersonal conflict, the right team climate can help mitigate these negative effects. That is, when teams operate in an environment of respect for individual differences, teammates report having less of this interpersonal conflict. It’s this type of relationship conflict that appears to hinder team performance. So by having the right climate that helps avoid relationship conflict, we can buffer the negative impact political diversity has on a team.

This climate of respect might seem like a feel-good concept, but it has tangible benefits. A context in which employees feel comfortable and respected in their teams, even when there is political diversity, helps reduce interpersonal conflict, which can be detrimental to team performance.

Strategies for Navigating Politics in the Workplace

So, how can we handle political conversations at work in a way that preserves both our mental energy and our professional relationships?

• When in Doubt, Avoid the Debate: If you have the option, it’s usually best to sidestep workplace political discussions entirely. This isn’t about silencing your beliefs but rather recognizing that the office might not be the best venue for polarizing debates. Is it worth engaging when people are unlikely to change their minds? After the big argument, what remains? Probably just unchanged opinions, flared emotions, and increased division among coworkers.

• Practice Intellectual Humility: If you do find yourself in a political conversation, approach it with the mindset that you could learn something new. At the same time, be mindful of how the conversation affects you or the other person. If you feel tension rising, it’s probably time to disengage to not get too worked up.

• Look for Common Ground: It’s important to recognize that having different political beliefs does not in itself make someone a bad person. You might even find that the differences aren’t as extreme as they might seem on the surface. Most people would probably agree that they want a healthier, happier, and more prosperous country; the disagreement often lies in how best to get there. Acknowledging these shared aspirations may help de-escalate tension and make conversations more constructive.

For managers, the stakes are even higher. Expressing strong political opinions at work or creating an environment where one ideology feels dominant can alienate those who don’t share the same beliefs, creating a sense of exclusion and distrust among those who work under you.

Finding a Path Forward

Even with an election season now over, it is unlikely that political discussions will disappear from the workplace anytime soon. Given that reality, managers and employees alike should recognize that most people are often more nuanced than what we see on the fringes of social media, where the most extreme voices typically get the most attention.

Often, the extremities of people in their political camps represent a minority of people, while the rest of us are closer to the middle and are probably not as engaged on social media. X (Twitter) and Facebook are not real places, but the workplace sure is. The consequences of a poorly handled political conversation at work are very real: damaged reputations, fractured teams, and potentially even missed opportunities for career advancement.

You may dislike a politician or policy, but disliking someone simply because they align with the camp you oppose is unproductive and likely leads to seeing members of the other party as more different than they truly are. By approaching political conversations thoughtfully and fostering a culture of respect, we can aim to reduce the negative impacts of polarization on our workplaces and society.

Jake Telkamp is an Assistant Professor in the Hull College of Business at Augusta University.