Election season is in full swing, and as political conversations spill over into the workplace, tensions are rising. A recent SHRM survey reveals that workplace incivility has surged by 27% from spring to summer, with nearly half of employees pointing to political differences as a major cause.

These findings highlight a growing concern for HR leaders: how to maintain a respectful, professional environment amidst divisive viewpoints.

The pressure for companies to stay neutral is high, yet employees are looking to their leaders to set the tone and create a stable atmosphere. Let’s explore what’s driving this trend, the impact it has on company culture, and how HR can respond to keep civility intact — even in politically charged times.

The Rise in Workplace Incivility

Going back to that SHRM survey about workplace incivility, it found that nearly half of employees surveyed attributed these tensions to differences in political viewpoints —a trend likely to intensify as election season progresses.

This spike in incivility isn't just a temporary uptick; it reflects a broader challenge for organizations attempting to foster respectful interactions while navigating employees’ diverse beliefs.

For HR leaders, this data underscores a crucial responsibility: to address political friction proactively.

Employees want clear guidelines on acceptable conduct and look to their organizations to maintain a neutral stance on divisive issues.

The challenge? Balancing respect for individual expression with the need to ensure that these expressions don’t lead to hostile work environments.

How Leadership Can Address Workplace Tensions

Employees are looking to their leaders for reassurance, stability, and clear expectations around respectful behavior, especially when tensions arise.

The recent SHRM survey highlights a gap in this area, with nearly 70% of employees expressing that their managers could be doing more to address incivility.

Leadership, therefore, has a unique opportunity to shape a culture where respect and inclusivity are prioritized alongside productivity.

This doesn’t mean sweeping difficult topics under the rug; rather, it requires a proactive approach. Leaders should set clear expectations around conduct, fostering a workplace where open, respectful dialogue is encouraged — even on sensitive topics.

By training managers in conflict-resolution skills, HR can equip them to step in effectively when tensions start to rise. Creating a space where employees feel valued and heard can prevent minor misunderstandings from snowballing into larger conflicts that disrupt the entire team.

Maintaining Political Neutrality in Leadership

In today’s climate, employees are not only cautious about discussing their political views but are also sensitive to those expressed by company leaders.

In fact, a recent survey found that nearly 40% of Millennial and Gen Z workers would consider leaving a job if their CEO held opposing political views.

This has led many experts to suggest that companies adopt a neutral stance on political topics to avoid alienating employees.

However, neutrality doesn’t mean sidestepping issues that affect workplace harmony.

Instead, it’s about setting and upholding guidelines that promote respectful interactions without allowing personal beliefs to disrupt professional dynamics.

Some companies, for example, have introduced policies to limit political discussions during work hours, providing designated spaces or times for these exchanges outside of core activities. Such measures can reinforce inclusivity while ensuring that all employees feel respected, regardless of personal beliefs.

Setting The Tone For Your Whole Organization

When workplace tensions rise, especially during an election season, creating a culture of respect doesn’t mean avoiding tough conversations—it means shaping them with empathy, clarity, and a bit of structure. The key? Setting expectations from the top down and leading with clear, actionable guidelines.

Set the Tone, Show the Way
Great leaders know that behavior is contagious. When leaders prioritize listening, show empathy, and keep discussions centered around shared goals, employees take notice. It’s about creating a standard that encourages everyone to interact respectfully, not just because it’s a “company value,” but because they see it in action every day.

Make Respect a Habit, Not a Buzzword
Ambiguity is the enemy of civility. Rather than relying on vague calls for “professionalism,” give employees concrete, real-world examples of respectful communication.

Highlight simple but powerful habits like active listening, using “I” statements to express concerns without assigning blame, and approaching disagreements with curiosity. Reinforce these guidelines regularly, from team huddles to internal newsletters, so they become part of the company’s natural rhythm.

Turn Dialogue into a Skill, Not a Debate
Encouraging open dialogue doesn’t mean green-lighting debates that lead nowhere. Encourage employees to approach discussions as conversations, not battles to win. Practical guidance, like rephrasing confrontational language into questions, helps keep emotions in check. It’s a shift from “debating” to “discussing,” and it helps everyone walk away feeling heard, not defensive.

Create Safe, Open Channels for Honest Feedback
If employees feel they can bring concerns to the table safely, they’re more likely to do so before issues escalate.

Offering multiple options — whether it’s regular HR check-ins, open-door policies, or confidential reporting tools like AllVoices — makes employees feel seen and supported.

With channels like AllVoices, HR can spot and address potential issues before they ripple out, creating a more unified environment where everyone feels part of the solution.

Celebrate the Wins, Big and Small
A little recognition goes a long way. Shining a spotlight on employees who embody respect and inclusivity reinforces that these aren’t just “nice-to-haves,” but essentials for a thriving workplace. Call out great examples in team meetings or offer informal kudos; it signals to everyone that civility isn’t just a box to check—it’s something to strive for.

With a foundation of respect, empathy, and accountability, leaders can create a workplace culture that feels both resilient and welcoming, even during times when the outside world feels anything but.

A proactive approach to civility doesn’t just keep the peace; it builds trust, engagement, and a sense of shared purpose that keeps employees connected to their work and each other.

Use AllVoices to Prevent Workplace Incivility

In politically charged times, a proactive approach to workplace incivility can make a lasting impact. Setting up clear policies, offering empathy training, and equipping leaders with the skills to handle challenging conversations can help keep tensions at bay.

For companies looking to reinforce a culture of respect and accountability, tools like AllVoices provide employees with a confidential platform to report concerns early.

This not only helps prevent issues from escalating but also supports a culture where employees feel heard and respected year-round—not just during election season.

Request a demo to learn how AllVoices can help your team foster a stronger, more respectful workplace.