Nothing can be more devisive than discussing religion and politics. People who seem laid back and open to anything can get very vocal when you bring up either of these two subjects. This year, with mid-term elections, the mere mention of the subject can start a heated debate. Now, discussion is healthy, but in the office it can tend to divide and affect the ability for people to work cohesively.
Whether you are the boss, a supervisor, administrative assistant or working in production, vocalizing your views without solicitation can affect you and your status in the company, and is probably best for after hours socializing with the team at your favorite watering hole. Here are seven reasons to keep politics out of the office.
1. First, and most obvious, it has nothing to do with work. Unless you work for a congressman or a lobbyist, politics or promoting your favorite candidate doesn’t qualify as work.
2. When you engage others in discussions about politics, it takes others away from their work. It’s hard to focus on a project of complicated financial calculations when someone is badgering you about the virtues or vices of a particular candidate.
3. It makes other people uncomfortable. Some people are very private about their political views. They may not want to discuss their beliefs for personal reasons.
4. They may be uninformed. Some people really don’t get involved in the political debates over issues. They may have their reasons for voting for a particular candidate, but may not want to admit their ignorance about the issues or the candidates.
5. Voicing your views repeatedly can be considered, in some cases, harassment. When discussions about candidates focus on sex, race, age, national origin or other classes protected by the Civil Rights Act of 1964, you may be bordering on harassment. If you are a supervisor or manager, and you are suggesting employees to vote a certain way or show preference to those who agree with you or overlook those who don’t, employees may feel that you are allowing your political views to make employment decisions.
6. If you are a supervisor, your staff may feel pressured to agree with you or support a candidate because they think it may help their position in the company, or hurt if they don’t. This causes a lot of stress for individuals, and can affect the quality of their work. Stress in the office that escalates into health problems can become a Workers Compensation issue.
7. Everyone has a right to vote, and to a “secret” ballot. How someone votes or who they support is a matter of conscience, and is a private matter. Discussions that force people to declare their allegiance goes against the employee’s right to privacy. If one employee sides with an unpopular candidate, it can lead to harassment or isolation, which affects morale.
Mary Nestor-Harper, SPHR, is a freelance writer, blogger, and consultant. Based in Savannah, GA, her work has appeared in "Training" magazine, "Training & Development" magazine, "Supervision," "Pulse" and "The Savannah Morning News." You can read her blogs at www.skirt.com/savannahchick, www.workingsmartworks.blogspot.com/ and on the web at www.mjnhconsulting.com.
Whether you are the boss, a supervisor, administrative assistant or working in production, vocalizing your views without solicitation can affect you and your status in the company, and is probably best for after hours socializing with the team at your favorite watering hole. Here are seven reasons to keep politics out of the office.
1. First, and most obvious, it has nothing to do with work. Unless you work for a congressman or a lobbyist, politics or promoting your favorite candidate doesn’t qualify as work.
2. When you engage others in discussions about politics, it takes others away from their work. It’s hard to focus on a project of complicated financial calculations when someone is badgering you about the virtues or vices of a particular candidate.
3. It makes other people uncomfortable. Some people are very private about their political views. They may not want to discuss their beliefs for personal reasons.
4. They may be uninformed. Some people really don’t get involved in the political debates over issues. They may have their reasons for voting for a particular candidate, but may not want to admit their ignorance about the issues or the candidates.
5. Voicing your views repeatedly can be considered, in some cases, harassment. When discussions about candidates focus on sex, race, age, national origin or other classes protected by the Civil Rights Act of 1964, you may be bordering on harassment. If you are a supervisor or manager, and you are suggesting employees to vote a certain way or show preference to those who agree with you or overlook those who don’t, employees may feel that you are allowing your political views to make employment decisions.
6. If you are a supervisor, your staff may feel pressured to agree with you or support a candidate because they think it may help their position in the company, or hurt if they don’t. This causes a lot of stress for individuals, and can affect the quality of their work. Stress in the office that escalates into health problems can become a Workers Compensation issue.
7. Everyone has a right to vote, and to a “secret” ballot. How someone votes or who they support is a matter of conscience, and is a private matter. Discussions that force people to declare their allegiance goes against the employee’s right to privacy. If one employee sides with an unpopular candidate, it can lead to harassment or isolation, which affects morale.
Mary Nestor-Harper, SPHR, is a freelance writer, blogger, and consultant. Based in Savannah, GA, her work has appeared in "Training" magazine, "Training & Development" magazine, "Supervision," "Pulse" and "The Savannah Morning News." You can read her blogs at www.skirt.com/savannahchick, www.workingsmartworks.blogspot.com/ and on the web at www.mjnhconsulting.com.
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