Justin Kent’s Post

We pretend like it is inappropriate to discuss politics in the work place. Having served as a frontline worker in the emergency department during the COVID pandemic, I would argue there are valid reasons why politics MUST be discussed in the workplace under certain conditions. Guidelines can help us determine when it is appropriate to discuss politics in the workplace, and how to address politically sensitive issues. Remember, lacking information, people will fill in the blanks with their imaginations. Assumptions and rumors will answer the questions people are afraid to ask leadership. People have legitimate concerns how politics will impact their work duties, the stability of their lives, and the security of their positions and livelihoods. As a front line worker during COVID, I saw how politics impacted people’s perspectives and choices related to their health and wellbeing, even if these were not shared with or addressed by leadership or workplaces. The current climate is fraught with uncertainty. Humans are biased to assume conditions will remain stable and make choices based on this erroneous assumption. We do well to evaluate these assumptions and to consider the uncertainties of the incoming political administration that will likely radically change today’s conditions (which we likely assume are stable). Others in our workplace are making these calculations at home, or else may choose not to think about it. We are not served by silencing critical questions about key assumptions. No one is served by ignoring questions about the stability of circumstances in a shifting political climate. Acknowledge assumptions, consider what is known and not known, and be prepared to be transparent about contingency plans. What do you think?

How to lower stress for your young workforce? Create access to their representatives with a networking event that includes a short update for your teams. We brought our young adult son to meet United States Representative Jimmy Panetta Friday night. He met, shook hands, and listened to Congressman Panetta closely. After the address to the room, our son asked him a question about what the federal government can do, under either incoming administration, to help young adults afford housing. He learned quite a bit with his one question, articulately answered. The next day was the shooting at former President Trump’s campaign rally. I noticed that our son’s level of stress was lower than I expected. Having met his representative, shaken his hand, looked him in the eye, and listened closely to his answers, the real-life experience countered the emotional impact of the tragedy for him. Though the events in Pennsylvania disturbed him, they did not rattle his faith in our system of government, our leaders, or our society. Bring government representatives to your workplace to make them available to your teams. You will reduce stress and improve productivity. You can lower the underlying stress today’s political environment induces, especially in large communities where we might not know our representatives before they take office. "Bring your legislator to work day" will reduce team stress in 3 ways, shown in this carousel. For more on such interactions, visit my blog. https://lnkd.in/gT-Qv_dC #hr #humanresources #employeeengagement

Election Stress Could Be Impacting Your Team's Productivity. Here’s How to Handle It. Even after Election Day, political tensions may still be running high—impacting focus and productivity across workplaces. 📉 The Data In past U.S. election weeks, studies show both employee well-being and productivity can suffer. This year, with such a close and divisive election, it’s likely these challenges will continue, affecting morale and performance in many workplaces. According to ResumeBuilder.com, 30% of managers reported political disagreements are distracting employees and reducing output. How can managers help keep teams on track? Here are some steps you can take. ⚫ Remind Teams of Shared Humanity Leaders should start by encouraging “shared humanity” and shared company values. It’s a good time to remind people: all feelings, opinions, and perspectives are welcome—but respectful behavior is essential. ⚫ Encourage Openness and Check In Personally Rather than making assumptions if an employee seems distracted, ask how they’re doing. Simple check-ins allow leaders to understand what’s really going on and, if needed, adjust non-urgent tasks to help reduce stress. ⚫ Rethink Deadlines and Flexibility Election week isn’t the time for rigid deadlines. Rethink how you set expectations and try to accommodate where reasonable. Ignoring election tensions will not make them go away. Managers who address these issues directly can help their teams stay focused, resilient, and united—even in challenging times. 🌟 Be a calm presence for your teams. How is your team managing this week? #ElectionStress #TeamProductivity #LeadershipTips #WorkplaceWellbeing #Election2024 #ManagerTips #WorkplaceCulture

🌟 Are you looking for practical strategies to help your team navigate the heightened tensions and anxieties surrounding Election Day? 🌟 Political conversations can be challenging on a good day, but with the stakes so high this week, these discussions may feel even more intense... That’s why I’m sharing the recording of our recent webinar, “Navigating Political Conversations in the Workplace.” In this session, we explore valuable insights on: ✅ Engaging in respectful political dialogue ✅ Managing conflicts that may arise ✅ Fostering an inclusive environment where everyone feels heard This webinar could be a useful tool for creating a supportive workplace culture and reducing anxiety in your team. 🔗 Watch the Recording Here! Let’s work together to navigate these conversations with confidence. I’d love to hear your thoughts in the comments! #ExudeHC #WorkplaceCulture #PoliticalConversations #DEIB #LeadershipDevelopment #RespectfulWorkplaces #ElectionDay2024 #GoVote

Did you know that employers can make a big difference in how well their employees and the larger community weather a crisis and recover? https://bit.ly/48Y0Unb Discover the opportunities your organization has to build #trust through tangible action. Tabit Xthona Lee and William Beauchamp #EmployeeExperience #ClimateChange

Have you noticed that political discussions have been getting more heated and, well, shouty recently? We have. Both personally and professionally. Personally, we all have that one uncle and that other in-law who’ve always bickered over political party affiliation at family gatherings. Increasingly, though, what used to be mostly friendly sparring has turned into full-on shouting matches. Professionally, we’ve seen a similar rise in politically related workplace conflict.  According to recent SHRM surveys: –– More than 2/3 of U.S. employees have experienced uncivil behavior at work in the last month. –– 47% of organizations listed political disagreements as one of their top challenges one year after the last presidential election. The rise in tension is understandable. Election cycles have become so long that they’ve blended into what feels like an endlessly traumatic loop. The stakes are high, so emotions are, too. We find that when politics comes up, it’s helpful to remember that most of us want the same basic things—safety, security, fairness, and to be seen. That’s true, no matter which party is on our ballot. If we can recall that common ground, it makes it easier to discuss how to get there in a more civil and respectful way. https://lnkd.in/gUiN9g78 For our HR and workplace leader friends, this recent supervisor tipsheet from our library has some solid pointers for defusing political conflicts at work. https://lnkd.in/g7nC3JnT

Now that #psychosocialrisks are regulated, there's no better opportunity to facilitate corporate politics #psychosocial risk assessments. These assessments should encompass: 1. Financial costs or returns associated with work politics. 2. Consequences or benefits of work politics for health, safety, and wellbeing. 3. Consequences or benefits of work politics for #diversity and #inclusion. 4. Consequences or benefits of work politics for business operations. 5. Positive or negative impact of work politics for #strategy execution. 6. Positive or negative impact of work politics for #sustainability. The risk assessments shall also provide the opportunity to developing actions for associated #changemanagement, #businesscontinuity, #businessimprovements, and #accountability

Did you know that employers can make a big difference in how well their employees and the larger community weather a crisis and recover? https://bit.ly/3wFK2UI Discover the opportunities your organization has to build #trust through tangible action. Tabit Xthona Lee and William Beauchamp #EmployeeExperience #ClimateChange

Let's have a real conversation about this election. Your teams are stressed, distracted, and maybe arguing in Teams or Slack channels right now. As a leader, your role isn't to: Police political views Silence conversations Pretend tension doesn't exist Force 'business as usual' Your role is to: Maintain psychological safety Protect team cohesion Keep the focus on shared goals Support human needs What actually works: Flexible meeting schedules for voting Clear boundaries for workplace discussions Extra focus on team connection Increased 1:1 check-ins Reminders about mental health resources What doesn't: Ignoring the elephant in the room Forcing artificial harmony Playing thought police Pretending people aren't affected Remember: Your team isn't choosing between politics and performance. They're trying to navigate both. The strongest cultures don't crack under pressure - they become more intentional about supporting their people. Your team will remember how you led during this time. https://lnkd.in/e6Wz3EA9 #Leadership #WellBeing #TeamCulture

Does your workplace feel or act like this? Uncivil workplaces are growing in intensity. You know the challenges that your business faces now and will only intensify as we get nearer to the November election. And the election year civility has no political party boundaries. So, if you are a liberal or a conservative, don't think that will change anything. According to SHRM (Society for Human Resource Managers--of which I am a member): "Nearly two-thirds of U.S. workers said that they have experienced or witnessed incivility in their workplace within the past month. And one-third of workers believe that workplace conflict will increase over the next 12 months." Need I say more! I'm empowered with tools to impact you and your business. Of course, you can wait until things are perfect in your workplace and you have that position filled, or remodel completed, or goldfish moved to its new location. Totally your call! Inaction means it's only going to get worse. Just curious, why are you waiting to reach out to me to have a civil discussion about your options before you need serious interventions? P.S. Please vote!