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How do you manage workplace tensions during election years? Our latest blog covers effective strategies for handling political discussions at work, ensuring a respectful and inclusive environment. Read more to lead with confidence during challenging times. #HRTrends #Leadership https://bit.ly/3YEWRe0

🗳️ Navigating politics at work can be a minefield! 81% of employees say political chats should be off-limits at work. Yet, 83% still talk politics in the office! How do we manage this? 🤔 📢 We have 5 tips to handle political discourse without derailing productivity. Get your Code of Conduct and Discrimination Policies in place, and keep the peace! ✌️ Helios' Rick Hammell, SPHR. HiBob. Zety IT. #HR #WorkplaceCulture #EmployeeEngagement #Leadership #HRPolicy https://lnkd.in/eApfHHW7

How's the temperament among your workforce today, following a historic felony conviction against former Pres. Donald Trump? Here's some sage advice from HR experts on ways to navigate the potential ruckus.

I don't think I've ever worked in an environment that wasn't "toxic" to some degree. All businesses have internal value systems that are anchored in positive characteristics such as respect for others, loyalty, teamwork, punctuality, etc. The problem lies with those who have a custodial responsibility to push these values down to the lower levels. What do we do when our leaders/supervisors help to perpetuate an undesirable work environment? Going to HR or equivalent department is a start. However, there are many instances where HR is just as complicit in maintaining the bad work environment. I've always advised people to have external sources of income, have an exit strategy, and consider entrepreneurship. The article below talks about challenges for employees associated with toxic work climates. Hope you get some value from it. #HRnews #toxicclimate #toxicworkenvironment #strategicthinking #newblogpost https://lnkd.in/esdrfj3x

This is such an important topic. Not just in today's political climate but every day. We need to support our HR initiatives at every level of the organization. I have seen training initiatives that initially made a big impact fall flat due to sense that the initiatives didn't apply to senior leadership. As leaders, we are responsible for living the values we are promoting within our organization. Too often, civility takes a back seat during times of high organizational stress. These are the times when we must focus more of our attention to how we address one another.

I've struggled about how to go about writing this post. SHRM has been talking a lot about #civility in the workplace recently, and that is something I have incorporated into my presentations for years. If you've ever heard my "7 C's of HR" presentation, one of the "Cs" is civility. I am glad this topic has made it into the larger vernacular in the HR world. To be civil is to show regard for others by being polite. The challenge, I believe, that is upcoming not only at work but societally too, is whether we can be polite to each other amid such volatile and divisive political chatter. Considering that exploring this on a societal level would take much longer than what I can write in this post, let's focus on what we in HR and management can do at work to preempt any strife. After all, we have learned from history, right? 💡 Remind employees of rules prohibiting wearing apparel with political statements. Don't have that policy? Now might be the time to consider it. 💡 Consider de-escalation training for managers. Don't train on that? Now might be the time to consider it. 💡 Review your state's laws for allowing employees time off to vote on election day. 💡 Discuss an organizational definition of what it means to be civil to one another--regarding politics, or not. Involve employees in these discussions. 💡 Be proactive. So often in HR we are reactive based on things that have already gone wrong. Perhaps the play here is to deal with the problem well before it arises. Remember that employees, no matter if they are non-political or political activists, are entering the workplace carrying stress of what is all around us. Also remember that it is not just election season in the United States. In the global environment, there are more than 64 elections worldwide.

Wonderful advice from Julie about how proactive HR leaders will manage possible friction points in advance this fall to support safe, civil workplaces. No workplaces wants to hit the evening news because it has become hostile or unsafe for some of its employees this year. Polarizing political and societal tensions will severely challenge companies whose leadership fails to plan, develop training and policies, or most importantly, lead by example. HR leaders should start working now with senior company leaders to prepare their workplaces to remain safe spaces for everyone to work. #civility #shrm #HR #leadership

When I heard about California’s Right to Disconnect Bill I thought… wait, what? Happy #HRThursday !   A bill has been introduced in California legislature that would give employees the "right to disconnect" from their jobs during nonworking hours. If passed, California would be the first state to create a "right to disconnect" for employees. Similar laws have already been enacted in 13 countries. The proposal extends to both non-exempt and exempt salaried employees. As I read this, I just wonder, how did we get here? Perhaps it is the unintended consequences of technology, if leaders have our cell phone number it’s just easy to shoot a text with questions after hours. What does it say about leaders that they are also working off-hours and need assistance?     I find these new laws so interesting. Something happened to someone(s) that got us here. Managers took advantage of employees and they spoke up. Instead of needing legislation to enforce basic workplace respect and boundaries, we should strive to build positive organizational cultures where leaders prioritize open communication, work-life balance, and valuing employees as human beings – not just workers. At the core of this issue seems to be a disconnect (pun intended) between leaders and their employees. If leaders made efforts to build real relationships with their teams, listened to their needs, and set reasonable expectations around work hours, there would be far less need for reactive laws like this. Are leaders even asking employees if they mind being contacted off-hours? Or are they just operating under the assumption that 24/7 availability is expected? This unilateral stance shows a lack of regard for employee #wellbeing and personal time. An open dialogue allowing employees to voice their preferences would go a long way. The fact that this bill extends to salaried, exempt employees is particularly concerning. The entire concept of exempt status is that these employees have more flexibility and autonomy in managing their workloads. Regulating their off-hours communication feels contradictory to that principle of workplace autonomy they're meant to have. Ultimately, I believe the healthiest company cultures are the ones that prioritize mutual understanding, empathy and respect between leaders and employees. If that mutual consideration was the norm, we wouldn't need heavy-handed legislation to enforce common decency. Building trusting relationships through active listening could preemptively address so many of these workplace issues. Here is SHRM’s stance on the situation, what are your thoughts?   https://lnkd.in/e4jk3QPq   #hr #hrcommunity #humanresourcesmanagement #retention #hiring #recruitment #recruiting #hiringtrends #hiringtips #TalentAcquisition #LearningAndDevelopment #LearnerExperience #EmployeeTraining 

As the election approaches, it can be difficult to navigate political discussions at work. How can #HR leaders balance open dialogue and a respectful work environment? isolved's #ChiefPeopleOfficer, Amy Mosher, shares more in this Worklife article.

Political conversations and ensuing disagreements among polarized staff are far more common in workplaces today than in the past and expected to heighten leading up to the U.S presidential #election this November. It’s a thorny issue for #HR leaders as they try to maintain civility, ensure nothing rises to discrimination or harassment levels and keep staff engaged and productive at their jobs. But they’re also trying to cultivate a culture that encourages open dialogue and being authentic at work. It’s a tricky balance. #politics In this piece by Hailey Mensik, we speak to Jolen Anderson of BetterUp, Kelly Mendez-Scheib, SPHR, SHRM-SCP, RCC of Crunchbase, Amy Mosher of isolved, and Kathryn Ostermeier, Ph.D. of Bryant University.