Navigating the Turbulent Waters of Workplace Culture and Election Politics
Greetings, distinguished HR executives and leaders! It’s a pleasure to connect with you. I’m Gregg Ward, steering the ship at the Center for Respectful Leadership. Today, I’d like to draw your attention to a significant issue at hand — the 2024 elections casting a long shadow over the workplace.
First, let me introduce our center, founded half a decade ago. Our mission: to sculpt leaders and organizations through development, coaching, and a touch of drama — literally. Known for infusing live theater into our training programs, we’re equally dedicated to research, publications, and designing organizational assessments.
Has our work captured your interest? Feel free to connect with us if you’re facing challenges where our expertise might shine. We’ve been allies to various companies throughout the years including ADP, Booz Allen Hamilton, Kaiser Permanente, Intel, Qualcomm and the US Navy. And it’s not just any expertise we offer — it’s award-winning insight. From my roots as a trainer with the NYPD to publishing a bestselling book and reporting for BBC Radio, my journey has been a collection of rich experiences, each contributing to my approach as an executive coach and industry advisor.
Now, to the heart of the matter: the impending election. If your company hasn’t felt the ripples yet, it’s only a matter of time. How can you ensure that your organization not only remains afloat but also navigates successfully through the clashing currents of election politics and workplace culture? Let’s dive in.
The Criticality of Respect in the Workplace
Once upon a time, respect in the workplace was deemed a ‘nice-to-have.’ Now, it’s non-negotiable. It’s the engine that powers performance, partnership, productivity, and engagement. Over the years, I’ve seen employees withstand storms because they were anchored by a culture of respect. Why is respect more critical now than ever? Simply because the world and our work environment have evolved dramatically.
Consider the remote work revolution. The pandemic has shown that the flexibility of a hybrid workspace isn’t just desired; it’s imperative for future business models. Manufacturing and other hands-on industries aside, the shift toward accommodating remote and hybrid work environments is likely to fundamentally remake workplace cultures by 2025.
Surviving the VUCA Business Climate
Developed by the US Army War College, “VUCA” — which stands for Volatile, Uncertain, Complex, and Ambiguous – is an apt acronym for today’s business landscape. Think of the ocean freighter wedged in the Suez Canal in 2021, upending supply chains across the globe. Disruptions like this were once sporadic crises and we’d get all hands on deck to respond. But today we witness these crises frequently snowballing into a persistent state of VUCA business, affecting every facet of organizational life.
When under such pressure, it’s common for tempers to flare and respect to wane. Yet, this is precisely when respect must not only endure but thrive to maintain morale and keep turnover at bay.
Let’s talk about the changing workforce dynamic. Today, an outstanding 75% of the global workforce comprises millennials and Gen Z. Their lens is vastly different — they’ve seen the upheavals of recessions and understand that loyalty can be a double-edged sword. These generations are driving a hard bargain for workplaces that embrace psychological safety, meaningful work, and routine feedback. They are ready to jump ship for greener — and more respectful — pastures.
For instance, Georgetown University surveyed essential workers during the pandemic and found staggering statistics on disrespect. A shocking 76% reported disrespectful encounters with customers (or in healthcare, patients), and what’s more disconcerting is that 73% viewed this as normal. Toxic environments are now a significant deterrent for workers, with MIT research revealing that a toxic corporate culture is 10x more likely to cause an employee to resign than compensation.
The Three Pillars of Respect
Our research led us to identify three behavioral categories of respect in organizations:
- Informational Respect: Transparent communication and access to relevant information, critical for employees to excel in their roles.
- Procedural Respect: Fairness in pay equity, hiring, promotion, and disciplinary processes.
- Interpersonal Respect: The golden rule — treat one another with genuine courtesy and recognition.
When these three pillars stand firm, employees are significantly more likely to be engaged, productive and committed to their organizations, even during VUCA events.
Facing the Election Wave Head-On
As we sail closer to the 2024 elections, political discussions have inevitably drifted into the workplace. Last year, a study by Glassdoor found that 61% of employees discussed politics at work, and a reassuring 82% seemed at ease working with colleagues with differing political views. Generational differences shone through, with men, particularly Gen Xers, being markedly more comfortable with office politics than Gen X women.
But, the research also tells us that large employee segments including people of color, women and those who lean left prefer not to reveal their political stances at work – primarily out of fear for how they’ll be treated when they do. Respectful leaders everywhere should take note.
Additionally, public stances taken by organizations or leaders on politically charged issues (think abortion, gun control, LGBTQ+ rights, book banning) can significantly rock the boat. Remember the Disney/Florida “Don’t Say Gay” saga? And, Glassdoor’s research tells us that over one third of employees – many of them Gen Z’s – would consider quitting a company whose political stances they disagreed with.
Charting Your Course
So, what course should you chart? Here are some navigational tools for your journey:
- Engage in proactive conversations with leadership about the coming challenges. Encourage them to set a tone of “respect for all.”
- Encourage respectful dialogues on all issues, not just politics, and consistently redirect political conversations toward common business objectives.
- Train managers to be standard-bearers of respect and psychological safety.
- Support community service, voting, and above all, respectful interactions at all levels.
While the seas ahead may be rough, by cultivating a culture where respect is the compass guiding every interaction, your company can not only endure the storms but emerge stronger and more unified than before.
Are you concerned about steering through these rough waters? Let’s connect. Together, let’s ensure your company sails not just into the future, but toward a future where respect forms the mast holding your sails aloft.
“People will forget what you said, people will forget what you did, but people will never forget how you made them feel.” — Maya Angelou
These words resonate profoundly for all of us here at The Center for Respectful Leadership. It’s all about how organizations ensure their employees feel respected, valued, and heard. Even amidst the worst election turbulence, and it is surely coming this year, a respectful culture can be the lifeline that binds teams together and guides your vessel safely through the storm.
Until next time, may your leadership journey be fair winds and following seas.
