According to a survey by the American Psychological Association, nearly 70% of Americans view political discourse as a significant source of stress, and workplaces are no exception. In fact, SHRM reports that political and social tensions have driven workplace incivility to an all-time high this year.
No wonder, the ripple effects of political divisiveness can mean conflicts, disengagement, and heightened stress levels—creating a chaotic environment that’s difficult to manage.
Amid this, psychological safety becomes essential for keeping morale, productivity, and retention strong, yet in a post-election atmosphere, achieving this can feel more daunting than ever.
To help you steer your organization through the turbulence, here are three effective ways to build a safe, inclusive environment that puts employee well-being first.
Ways to Keep Psychological Safety Intact
Set clear boundaries on political discussions
Many HR teams wrestle with the balance between free expression and respect in the workplace. But boundaries are vital. Without them, conversations can escalate quickly, leading to discomfort, disengagement, or outright conflict.
Encourage employees to avoid dramatic predictions about the future or an outpour of venting—these discussions rarely lead anywhere productive. By creating guidelines for respectful communication, you help prevent ongoing arguments and maintain a professional, inclusive atmosphere where everyone feels comfortable.
Strengthen your training programs
Those tasked with finding solutions often seek training for staff in hopes that one two-hour session will do the trick. While training is a good start, it is unlikely that one training session is enough to resolve culture issues. In our experience working with organizations, embracing training as an ongoing commitment is what drives real change and fosters a positive work environment. When training becomes a core part of company culture, it helps shift mindsets and reinforce values that support psychological safety.
Your programs should focus on empathy, curiosity, and active listening, equipping employees to navigate difficult conversations with respect and understanding. At the same time, it’s essential to empower your leadership team with conflict-resolution skills so they feel confident stepping in when tensions arise. Addressing minor conflicts early on prevents them from escalating, showing employees that their well-being is a priority.
With our Manager Evolution Lab, you’ll give your managers the interpersonal tools they need to lead effectively, building a workplace culture where everyone feels valued and respected.
Reinforce your culture of respect and civility
In stressful times, reinforcing your company’s culture is essential.
Remind employees of your organization’s values and behavioral expectations by consistently weaving respect and civility into all communications. For practical guidance on fostering respectful workplace communication, explore my brand-new LinkedIn Learning course, Communicating with Civility and Respect at Work. It’s designed to help your team navigate conversations with empathy and professionalism, even during challenging times.
HR holds the key to maintaining a culture where psychological safety thrives
Employees look to HR for stability, balance, and understanding—especially during challenging times. But as an HR professional, you may often feel like you’re brimming with ideas, insights, and passion, only to face leadership’s deaf ears or feel isolated in your role. That’s why I created the People Professionals’ Powerhouse Forum, or P3. If you haven’t heard of it yet, it’s an HR executive forum for HR professionals who can’t seem to get executives to listen. P3 brings HR professionals together to support each other and solve each other’s challenges.
To learn more, here’s the P3 Information Packet, which includes tips for pitching the program to your boss and insight into what sets this group apart from the others.
When you’re ready, fill out the short application to secure your spot by November 26. There are only 16 openings, and one of them has your name on it!
The post Post-Election Chaos: 3 Ways to Keep Psychological Safety Intact appeared first on Civility Partners.
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We don’t focus on the corrective actions involving eradication of problems and negativity, we focus on finding solutions that create a safe and civil workplace – and there’s a difference. Focusing on solutions creates preventative and sustainable change.
Negative and aggressive workplace behaviors are systemic. In order to effectively remove them, holistic and system-wide solutions that are tailored to your organization and focused on prevention, not correction, are required.”
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