Office Politics

Politics is not the art of the possible. It consists in choosing between the disastrous and the unpalatable.    

~John Kenneth Galbraith

Office politics may be something we all talk about – but in an election year, particularly this election year, the expression takes on a whole new meaning.  Strong opinions and reasonable criticisms (about both front-runner candidates) can cause employees to polarize.  Even employees who typically get along may find themselves involved in tense discussion, or worse.  

Friendly conversation or current events can lead to a heated debate.  Clashing opinions between employees at different levels of the organization can lead to feelings of insubordination or intimidation.  And with social media - posts on Facebook now bring colleagues into awareness of each others Political leanings even if not disclosed in the office.   

Worse still, consider your most forceful and opinionated staff.  Might they engage in political conversations with the intent of persuading others to (or away from) a candidate?  

What happens when any of these situations gives way to repeat interactions?  Things become far more complicated.  While some staff may successfully stay out of the fray or fervently refuse to share their opinions, others may feel pushed, challenged, or bullied by these interactions.

Though we might hope that all of this will blow-over, we are months away from the general election.  And it is these on-going office politics that threaten to derail a business as they undermine morale, hinder teamwork and damage productivity.  They may even lead to more troubling (and potentially litigious) behaviors – all of which are sure to linger beyond Election Day.

The best strategy for keeping these office politics at bay is to get in front of them and plan ahead (as much as is still possible). 

1. Review your company policy on social or political behaviors at work.  This may also overlap with your policies on diversity.  Are there policies addressing the use the display or demonstration of affiliations, etc.?  Do you need to revise these?

2. Determine what constitutes acceptable company behavior.  Some thoughts to consider:

• If friendly debate/conversation is allowed, is it limited to lunch and break rooms?
• Can a person post their affiliation in their office/cubicle?
• Is staff allowed to congregate or campaign on company grounds?
• How does title/role play a part in determining what a person can/can’t say?

3. Consult your corporate attorney.  While 1^st Amendment Rights were created to establish political freedom, the workplace is not public property and therefore is not the appropriate forum for enacting those rights.  What steps can you take?

4. Engage your staff.  Be clear with all staff about the company’s position regarding these actions.  Create a clear path for staff to follow should any concerns arise.  Be specific about rules and consequences.

5. Be Consistent.  Nothing is more troubling or will lead to more discord than allowing some individuals to express their beliefs freely while other are held accountable.  This is especially true if the rules seem to favor a certain individual, a particular rank within the company, or a given political party.

Lessons Learned from a Blue Dog

As I was driving my daughter home from school one day we discussed her most recent, holiday inspired, work of art.  I suggested that we temporarily place it where we had hung her “Blue Dog” painting.  She agrees…and then a few moments later asks, “Don’t you like my Blue Dog?”  Surprised, as I absolutely love her art work and frequently tell her so, I said “Of course I do.” – Then I went on to explain the limited space we have for hang-able art.  “But” she says, “I heard you say you didn’t like ‘Blue Dog’”.  And she was right.  I had said exactly that.  What she didn’t know however, was that I wasn’t referring to her artwork, but a restaurant I wasn’t fond of.  That conversation had happened two weeks earlier.  Right in front of her.  And I never gave it a thought.

 

For two weeks my daughter sat with that criticism while her Blue Dog hung prominently in our home. 

Why does this matter to you? 

This misunderstanding hits at the core of how many conflicts develop.  My daughter heard me right – but understood me wrong.  How could she have known – or even anticipated that?  How did this impact her for the two weeks she sat on it?  How often were her emotional outbursts and challenging behavior (which were worse during that timeframe) directly related to her being hurt by me?

In both our workplace and our personal lives we are capable of experiencing these misunderstandings.  We feel certain and convinced that the hurt was intentional – How could anything else be the case?  And yet, the Blue Dog teaches us.

Here are the lessons I hope to bring:

Be Brave.  When you feel hurt, talk about it with the person that hurt you.  (If a 6 years old can do it, so can you).

Give the Benefit of the Doubt.  It may look, sound, or feel like someone is being unkind, unfair, or intentionally hurtful.  But before you make that determination, talk to him/her.  There may be more going on than meets the eye.

Ask Questions.  Don’t look to prove your case or find evidence supporting your belief.  Instead, ask questions to find out more information.  It’s ok to be persistent if you are confused by the initial answers.  Had my daughter simply stopped asking questions when I said “Of course (I like her Blue Dog)”, she may have thought I was lying or trying to deceive her. 

Be Open to the Conversation.  When you are being asked questions about your intent, or more to the point, being told you’ve hurt someone, listen to them.  Try to understand where your actions have created pain or harm for someone, and offer clarity, perspective, or even an apology when appropriate.

Forgive.  Hurt, caused with or without malice, can bring out the worst in us.  My daughter had to make peace with the knowledge that I had not intended to hurt her so she could release her pain.  I had to let go of my irritation with the anger she had been displaying.  We both needed to forgive each other.

I was reminded of all this and more from my daughter.  I thanked her for her courage.  I encouraged her to continue to confront the things that hurt her.  I forgave her for the behavior that had come out of that experience. 

I encourage you to do the same.