Our workplaces are divided. You know that, right? Just like the rest of the country, our employees are split as well. Whether it’s 50/50 or 70/30 doesn’t really matter. What does matter however is what we do about it.
The mid-term elections will be upon us soon…and many of you are already being flooded with campaign attack ads. And just as you have your view on political, social, and other issues of the day, your employees do as well.
So, what are you going to do about it?
I’m not advocating that employers “take sides” per se. Some organizations feel strongly about certain issues and have every right to take a public stand. What I’m proposing is another option.
Create a messaging strategy that specifically acknowledges the differences that exist in your workplace, and simultaneously state that those diverse opinions are what make your organization great. Diversity of thought does not mean division.
Diversity of thought can be leveraged as a powerful tool that builds your corporate culture in a safe, productive and inclusive way.
Saying this is one thing though, executing on an approach like this is far different. What does your internal comms plan look like? How are you engaging with your workforce? Are you using multiple channels? Are you preparing your leaders to confidently articulate your organization’s position…do they have the confidence to have difficult conversations?
Important questions that must be addressed as you develop your strategy.
Some of you may believe that simply remaining silent will keep your employees focused on the work they need to do and introducing this topic will simply create an unnecessary disruption.
Silence from leadership is always a failure.
What do you think? Is it better to simply sweep the divisions in society under the proverbial corporate rug; or, is it time to leverage those divisions to your advantage?
Thanks for being here.