Top Workplaces: Avoiding Conflict

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The 2024 presidential election served as a lightning rod for bigger issues in the workplace. New research by Energage shows a silent divide where employees face challenges discussing political and social issues on the job.

In a pre-election survey, while 82 percent of employees say their coworkers respect differing values, only 65 percent think that respect extends to political beliefs. Even more eye-opening, less than a quarter of employees feel comfortable sharing their political opinions at work – and only 21 percent agree that most of their coworkers share their political beliefs.

This uncertainty leaves HR leaders, managers, and team leaders with a critical challenge: breaking the silence and fostering an environment where open, respectful dialogue isn't just allowed but encouraged.

Energage collected feedback from 9,000 responders nationwide in August and September 2024. Many (41 percent) said employees don’t raise controversial topics. Another 24 percent said employees discuss topics with those who share similar views.

Where there is fear or unease about discussing certain topics, the national elections and LGBTQ+ are the most prominent source.

“It's hard to create a safe place when there are so many different issues and conflicts happening out in the world at the same time,” one responder said. “It's to be expected that employees will bring some of that anxiety with them everywhere they go, including into the workplace.”

Here are key takeaways from the survey:

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• 35 percent of organizations have experienced issues with incivility among employees at work
• 21 percent of responders were concerned that the 2024 presidential election caused discord or negatively impacted relationships at their organization
• 43 percent are concerned that political divisions are negatively impacting employees’ emotional and mental well-being
• 53 percent are concerned about other societal conflicts and issues negatively impacting employees’ emotional and mental well-being
• 14 percent indicated employees vocally share their opinions on contentious, non-work-related topics. (This may suggest that a small portion of employees are stirring the pot with incivility.)
• 74 percent believe their organization is diverse in terms of politics, race/ethnicity, LGBTQ+, etc.
• 43 percent believe some people in their organization might feel isolated or excluded due to one or more aspects of their identity, such as political beliefs, religion, and race/ethnicity.

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When it comes to addressing conflict, employees reported a wide range of approaches. Most (76 percent of organizations) invest in conflict resolution training, but not everyone is receiving it. Training for all employees (42 percent), managers (40 percent) and human resources (38 percent) were most common.

“We are providing guidance for leaders on how to defuse contentious conversations, and we are offering all associates a series of sessions to encourage civility and respect in all conversations,” one responder said.

How do organizations address non-work issues? Most take a relatively passive approach, emphasizing the importance of respect and values. Few actively facilitate or encourage direct conversations, and even fewer bar conversations.

Most (69 percent) emphasized showing mutual respect. Others (58 percent) emphasized sticking to the organization’s values and mission. Only 19 percent said they facilitate conversations on contentious issues.

Barriers to civility in the workplace include:

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• Lack of leadership commitment and accountability. Leaders need to lead by example and hold people accountable for their actions
• Workplace division and polarization. Political and social divisions create tension among employees. These differences fuel workplace friction and strained relationships
• Communication challenges. Many survey responses highlighted issues such as unclear expectations, limited open dialogue, and challenges in delivering the right information at the right time
• Remote work and social isolation. When people don’t work in the same space, it can create problems building trust, allowing casual interactions, and assessing employee well-being
• Bias, preconceived notions, and misinformation. This is particularly true regarding race, politics, and differing communication styles.

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Tips for fostering a civil and psychologically safe workplace are:

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• Train on inclusivity, diversity, equity, and management to equip employees and leaders with the skills necessary to foster a respectful environment
• Encourage open communication and discussions. Foster a culture of candor and curiosity through open discussions and listening sessions
• Create employee resource groups (ERGs). These can provide a platform for employees from diverse backgrounds to share experiences and support each other
• Provide team building and collaboration opportunities. These can build trust and camaraderie, which are essential for a psychologically safe space
• Promote respect and organizational values. By aligning actions and behaviors with organizational values, companies can create a culture that promotes both civility and safety.

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Bob Helbig is media partnerships director at Energage, a Philadelphia-based employee survey firm. Energage is the survey partner for Top Workplaces.