It could be challenging to avoid discussing politics at work as election season rapidly approaches. Although these discussions might be a constructive platform for staff members to voice their opinions, they can also escalate tensions and disagreements within the team.  

While opposing sides may have good intentions, they can disrupt rapport and create tension within the company. A highly functioning team should work together amidst personal differences to ensure overall harmony and productivity.  

Additionally, a constructive leadership team recognizes that their employees are also citizens who will naturally discuss pressing political issues. Data from the Society of Human Resources (SHRM) highlights this: 26 percent regularly discuss politics in the workplace, 42 percent report political disagreements, and 12 percent experience bias based on political views.¹  

Given these challenges, how can companies maintain workplace civility during election season? Let’s explore eight strategies.  

Strategies for a Respectful Workplace This Election Season  

Research shows that 31 percent of employees experience conflict at work due to their political beliefs.² This figure highlights the pressing need to address political conflict in the workplace. Politics, after all, is one of the subjects where people tend to disagree strongly. 

It is important for organizations to take proactive steps to create a respectful environment.  

Here are some ways you can manage political discussions within the workplace:

1. Outline clear policies.  

Establish clear guidelines for political conversations at work before election season heats up. Share a policy outlining expectations for respectful dialogue and specifying disruptive behavior’s consequences. You can establish a policy that encourages all employees to voice their opinions but ensures that these discussions remain respectful and pertinent to the workplace.  

By defining these boundaries up front, you can build a structure that promotes fruitful dialogue. Review the current policies and highlight any non-partisan or non-political clauses already mentioned. When discussions lead to physical conflict or affect production, discuss the repercussions among employees. 

2. Create an atmosphere for candid conversation.  

Setting boundaries is essential, but it is equally important to encourage open dialogue amid political strains. Politics affect the daily lives of our employees and clients. That is why it can be difficult to avoid discussing matters that could potentially impact our employees’ future. 

Fostering a safe space for conversations allows your employees to express their ideas without worrying about criticism or retaliation. This also gives you insight into team dynamics. When employees can maintain respect despite differences, your team is on the right path to a more collaborative environment.  

As political tensions ease, your team will ideally come out with a stronger sense of respect for each other. 

3. Be the example. 

Your actions as a manager shape the culture of your workplace. Your approach to handling touchy subjects, including politics, has a direct impact on how your staff reacts. You set the standard for what is acceptable, especially during politically charged discussions.  

Show compassion and understanding to encourage others to consider alternative perspectives. You can demonstrate that collaboration is still achievable even in the face of political differences.  

When political talk becomes common in the workplace, you can help employees through constructive and critical analysis. Say what policies they like or dislike about their candidates. Point them toward relevant and factual sources. This may also enhance their critical thinking capability, which will be beneficial to their performance later, too.  

4. Focus on common goals. 

Remind your group of their common objectives and guiding principles. It is common for team members to become engrossed in their individual viewpoints, but as a leader, you can assist in drawing their attention back to the things that really bring them together—their shared goals.  

For example, if a political debate starts to get heated, step in and guide the conversation back to the team’s current project or focus on a client goal. Be a good reminder that you are all still in a professional environment, expected to deliver tasks at the end of each day.  

5. Observe and confront tensions early.  

Encourage your employees to communicate their concerns directly with you or their colleagues. When employees feel comfortable sharing their concerns without fear of repercussions, they are more inclined to bring them up before they become more serious.  

Offer mediation as a means of resolving disputes, if necessary. Arrange a meeting with the parties concerned to assist them in facilitating a productive dialogue and pursuing a resolution. Office cubicle debates may escalate into shouting matches when left unchecked.  

Let employees know that their chatter can distract others. We must respect the apolitical or those who prefer not to discuss politics at work. 

6. Inspire self-care. 

Emotionally taxing conversations about politics can arise, particularly when polarization and hostilities escalate. Take breaks from work and from talks about the election as needed.  

It is also critical to remind staff members that it is okay to leave political discussions when they become too much to handle. They can also avoid discussing candidates or the government if they feel uncomfortable. Confidently taking care of their mental and emotional health makes them more attentive to the work at hand.  

You can also implement a “No Politics” hour or day to give the workforce a break from political subjects. During this hour, promote topics that the employees commonly enjoy. 

Watch out for bullying or bickering when the election concludes, and a new administration takes office. A few weeks after the election, people who supported the winning or losing teams may still clash. 

7. Remind Employees of Organizational Values. 

Aside from reinforcing policies pertaining to politics, be ready to remind employees about the organization’s core values. During office hours, we expect employees to successfully complete their tasks while upholding an environment of respect and professionalism. 

Ride out the wave of the election season with grace. Stay true to your company’s mission and vision while also supporting your employees’ right to think and vote.  

8. Avoid Political Endorsements at Work 

Each employee has their own political preference. While discussing politics at work is unavoidable, you can ensure that employees—even top management—avoid endorsements at work. This can be polarizing for a team with diverse members.   

Furthermore, political endorsements may divert employees’ attention from their main objective: to work in the company. Discussions on politics can cause strong emotions and divert focus from productivity.   

This last tip may not apply to companies that choose to publicly endorse a party or a candidate. This is also acceptable, as management can motivate their teams to excel at work while simultaneously exercising their right to free speech and voting. 

Let Performance Staffing help you create a professional environment!

 Performance Staffing, specializes in providing tailored solutions that address the unique challenges organizations face. Our rigorous screening processes and personalized matching help you find candidates who can contribute to a harmonious workplace.   

Contact us today to learn more about our staffing solutions and how we can support your hiring needs while promoting workplace harmony.   

Reference 

1. Society for Human Resource Management. Politics in the Workplace Survey. SHRM, Oct. 2019, www.shrm.org/content/dam/en/shrm/topics-tools/news/inclusion-equity-diversitySHRM-Politics-in-the-Workplace-Survey-Oct-2019.pdf. Accessed 23 October 2024.  
2. Buffett, Jacques. “1 in 3 Gen Z Employees Lie About Their Political Beliefs at Work.” Enhancv, 4 Sept. 2024, enhancv.com/blog/discussing-politics-at-work/. Accessed 18 Oct. 2024.  

Today’s business landscape demands speed and efficiency, but outdated tools within your tech stack often slow things down. Manual data entry, clunky scheduling systems, and outdated payroll create frustrating bottlenecks, limiting your productivity and hindering growth. These issues can cost you time, money, and opportunities. 

An upgrade to your technology stack is not just about swapping old tools for new ones. It is about updating how your business operates, streamlining processes, and freeing up time for higher-value activities. The right combination of platforms, codes, and tools streamlines workflows, reduces errors, and enables smoother collaboration—allowing your business to stay agile and competitive. 

Assessing Your Current Tech Stack: Finding Gaps and Opportunities 

People often ignore old tools because they continue to function or simply “complete the task.” But if existing systems are eating up your time or forcing your team to use workarounds, it is a clear sign your tech stack needs attention.  

To assess if your tech stack needs upgrading, you will need to revisit the layers that make it work. Work closely with your IT or development operations experts to review your stack, starting from the front-end (client-facing) tech such as HTML, CSS, and Javascripts. 

Then, check the backend (server-side) to ensure smooth navigation. For example, when a user submits data through a form or application, does the backend validate and store it in the correct database?  

Go through your stack’s database, OS, and other tools. For instance, if your accounting department is relying on outdated software, you may struggle with delayed invoicing and payroll, creating cash flow challenges.  

If you work in technical or light industrial roles, you might find basic scheduling tools inadequate for managing frequent shift changes. Your current website or app should also make it simple for customers to access your services.  

To assess your tech stack effectively, ask the following key questions: 

• Which processes take the most time or have the highest error rates? 
• Are your employees on the ground and on site still manually entering data? 
• Do your agents or employees still keep important information on paper? 
• Are your office laptops and desktops still compatible with your existing software and tools? 
• Is critical data spread across platforms, making it difficult to access and analyze in one go? 
• Is your database secure? 

Answering these questions allows you to focus on upgrading what matters most. Tools that fit seamlessly into your business do more than just address current needs; they create a solid foundation for long-term scalable growth.  

Choosing the Right Technology: Aligning Tools with Business Goals 

Integrated platforms are important in eliminating silos within your organization. In fact, studies show that companies using integrated systems can improve operational efficiency by up to 30 percent.¹ This higher efficiency means lower costs and faster delivery. 

Using tools that connect HR, finance, and other departments, streamlines operations and improves communication, leading to greater efficiency and growth. 

For instance, customer relationship management (CRM) systems and talent management software can be helpful in tracking candidate pipelines and managing client relationships. Platforms like Salesforce help you stay organized and provide valuable insights into performance metrics, allowing you to make informed decisions. 

For the service industry, workforce management systems enable effective shift scheduling and real-time reporting, ensuring your operations run smoothly. Tools like When I Work provide visibility into employee availability and workload. After the service is complete, employees can also obtain real-time client feedback by asking them to complete a feedback form from your own app on a company tablet. 

Selecting user-friendly platforms minimizes disruptions, making it easier for everyone involved to adapt. When your team can navigate the technology confidently, they are more likely to embrace it, leading to improved productivity. 

Scalable solutions are another key factor to consider. Gartner indicates that companies that invest in scalable solutions see 25 percent faster growth than those that stick with rigid systems. ² Cloud-based systems, for example, mean that your technology can evolve alongside your business needs, wherever your business goes.  

Scalable tools allow you to handle new challenges and opportunities as your company grows or shifts focus. 

Other key considerations to have when choosing your technology stack include: 

• Assess integration capabilities with existing systems. 
• Evaluate the user experience. 
• Consider mobile accessibility for remote work flexibility. 
• Invest in platforms that provide analytic features for real-time data insights. 
• Prioritize solutions that automate repetitive tasks effectively. 
• Look for tools with strong customer support and resources. 
• Explore vendor support options for troubleshooting and training. 
• Check for customization abilities to fit specific business needs. 
• Choose software with strong security measures to protect data. 
• Evaluate potential ROI to justify the investment. 

Ultimately, choosing the right technology is an investment in your organization’s future. By focusing on strategies that maximize your returns, these tools can continue driving improvements and boosting efficiency. 

Strategies to Maximize ROI from Tech Investments 

Maximizing the return on your tech investments begins with careful planning and execution.  

Check these steps before fully onboarding your company to a full tech stack upgrade: 

1. Start by piloting new solutions before full rollout.  

Testing a new tool with a small team allows you to identify any issues early, ensuring a smoother transition when you expand its use. 

2. Provide comprehensive training for all staff—full-time and temporary.  

Quick, focused training sessions can empower your entire team, helping them feel confident using new systems. To make training effective, consider using a blend of formats: online modules, hands-on workshops, and Q&A sessions.  

3. Monitor results and adjust as needed.  

Tracking your success metrics gives you a clear picture of whether your investment is paying off. If something is not working as expected, do not hesitate to pivot and explore alternative solutions. 

4. Set clear benchmarks for your technology investments.  

Define what success looks like before implementation. For example, if you are introducing new software for sales management, aim for specific improvements, such as improving the closing rate by 20 percent within six months. Having measurable targets keeps your team focused and accountable. 

5. Encourage feedback from users regularly.  

Tech stack integration will only be effective if your employees know how to maximize it. Create channels for staff to share their experiences and suggestions. Make technical staff available around the clock when disruptions arise. 

6. Review your tech stacks every 6 to 12 months.

 Regular assessments ensure your technology remains aligned with your evolving business goals and staffing needs. This habit keeps your operations efficient. 

What Small Changes Will You Make Today? 

Upgrading your technology does not mean completely uprooting your existing structure or replacing perfectly usable systems. The key is determining your specific needs and making targeted improvements. 

What processes are slowing you down? Where do you see the most errors and inefficiencies?  Start small by implementing changes one step at a time and measure their impact. Remember, even minor adjustments can lead to significant improvements.  

Let Performance Staffing help you upgrade your tech and boost your business 

At Performance Staffing, we understand that upgrading your technology is only half the battle. The right talent is also crucial to implement, manage, and maximize your new tech investments. We specialize in connecting you with the right talent to help move your digital transformation forward.  

Reach out to our team to discover staffing solutions that complement your tech needs moving forward. Schedule a consultation today! 

References 

1. Handoyo, Sofik, et al. “A Business Strategy, Operational Efficiency, Ownership Structure, and Manufacturing Performance: The Moderating Role of Market Uncertainty and Competition Intensity and Its Implication on Open Innovation.” Journal of Open Innovation: Technology, Market, and Complexity, vol. 9, no. 2, 2022, https://doi.org/10.1016/j.joitmc.2023.100039. Accessed 18 Oct. 2024. 
2. Moore, Susan. “Gartner Says More Than Half of Enterprise IT Spending in Key Market Segments Will Shift to the Cloud by 2025.” Gartner.Com, 9 Feb. 2022, www.gartner.com/en/newsroom/press-releases/2022-02-09-gartner-says-more-than-half-of-enterprise-it-spending. Accessed 18 Oct. 2024. 

Here in Flagstaff, the workplace landscape is evolving. Our local businesses are seeing that today’s employees seek more than just steady employment. They want opportunities for growth, meaningful work, and leaders who understand Northern Arizona’s unique business environment. 

To attract and retain top local talent, organizations need to rethink their approach to developing leaders. It is no longer about following a standard template—it is about empowering employees to grow and lead in ways that reflect both their values and our community’s needs. Organizations that adapt to these expectations are better positioned to build strong, lasting teams in Flagstaff’s competitive job market. 

Connecting Leadership Growth with Employee Goals for the Coming Year 

Let us explore effective ways to connect leadership development with employee goals to build a motivated and productive workforce. 

Finding new ways to lead in a multigenerational workplace. 

Today’s workforce is more diverse than ever, with baby boomers, Gen X, millennials, and Gen Z all working together under one roof. Each generation brings different expectations and communication styles to the table.  

For instance, millennials and Gen Z value continuous learning and personal development over traditional corporate benefits, while baby boomers and Gen X prioritize job security and stability. 

To create a unified team, you need to adjust how you lead. One powerful tool is mentorship programs that pair younger employees with more experienced mentors. These relationships offer valuable guidance and fosters a sense of support and recognition. This helps younger employees grow faster in their careers. 

At the same time, seasoned leaders can benefit from advanced coaching programs focused on strategic thinking and leadership skills. This can include executive coaching sessions focused on improving their strategic thinking, decision-making, and leadership skills.  

Such programs can prepare these leaders to handle higher-level responsibilities and to lead teams with greater confidence and skill. Encouraging these leaders to mentor younger staff can also create a knowledge-sharing environment that benefits everyone involved. 

Incorporate employee feedback in leadership training. 

Modern employees want to be heard. In fact, research shows that 80 percent of employees who receive meaningful feedback say they are fully engaged.¹ Thus, adding employee input to leadership development strategies promotes inclusion and motivates the team to get on board. 

Gain feedback from staff by conducting surveys and meeting individually to understand what your employees expect from leadership. Ask specific questions about communication styles, support for career advancement, and the challenges they face when working. 

For instance, after analyzing the feedback, you may find that many employees feel overwhelmed by rapidly changing technologies and seek more guidance on how to adapt to new tools. They may also express a need for improved communication from leadership about project goals and company  expectations. 

Use these insights to create training that emphasizes effective communication and team support. This might include sessions on setting clear expectations and helping teams adapt to workplace changes, ensuring everyone feels supported and valued. 

Place importance on soft skills. 

The digital revolution has made soft skills like emotional intelligence, adaptability, and empathy more important for leaders. As remote and hybrid work grows, leaders need to handle these changes carefully. Research shows that 78 percent of senior leaders understand the importance of showing empathy.²  

This is especially true in fields like the service industry, where the pressure of deadlines and the need for collaboration can create a high-stress environment. 

Consider a small business team during the peak tourist season. As visitor numbers rise and deadlines tighten, team members may feel overwhelmed balancing customer service with daily operations. A leader who demonstrates emotional intelligence can recognize the signs of burnout and take action to support the team. 

To further support their team, a leader may suggest the redistribution of some tasks to lighten individual workloads and offers flexible work hours to help accommodate personal commitments. When you equip your leaders with these vital skills, you can create a more connected and engaged team better able to handle organizational changes and challenges. 

Promote continuous learning and growth. 

The idea of learning and development is changing. It is no longer just about attending formal training programs or workshops. Today, employees want easy access to learning resources whenever they need them. They also want chances to learn new skills or improve existing ones.  

According to a LinkedIn report, 94 percent of employees said they would stay longer at a company if it invested in their career development.³ This shows how important it is for companies to support their employees’ growth. 

Invest in a learning management system (LMS) that provides various educational resources. These could include leadership courses, skill-building modules, and online training sessions. Encourage your leaders to participate in these programs and be role models for professional development.  

When leaders actively engage in learning, it sends a strong message to the rest of the team that the company is dedicated to everyone’s professional growth. 

Promote transparency and communication. 

Transparency is important for effective leadership development. Employees want to understand how they can grow within the company and what leadership roles they might pursue. Providing a clear leadership path and maintaining open communication helps boost employee morale and decrease turnover rates.  

When employees see opportunities for advancement and know what it takes to reach those goals, they feel more engaged and committed to their work. 

Develop a clear and transparent leadership roadmap that shows the criteria for advancement within the company. This roadmap should detail the skills, experiences, and achievements needed to move into leadership positions. 

Additionally, consider hosting quarterly town halls or team meetings where you can discuss possible people opportunities and employee achievements. These gatherings can also feature success stories from advanced careers. Hearing about these real-life examples can inspire and motivate others to pursue their growth. 

Align leadership development with organizational goals. 

Your leadership development strategy should be closely connected to your company’s long-term goals and values. It should not operate in isolation; instead, it should reflect the organization’s overall mission. For example, if your company prioritizes innovation, customer satisfaction, or sustainability, your leadership programs should embody these values.  

This alignment helps ensure that future leaders understand and can effectively promote the company’s vision as they grow in their roles. 

Collaborate with your senior leadership team to identify the core competencies and values crucial for achieving your company’s strategic objectives. These might include skills like effective communication, strategic thinking, or a commitment to ethical practices. 

After identifying these key skills, develop ways to strengthen them through hands-on training. For example, if building stronger customer connections is your goal, help your team enhance their people skills and problem-solving abilities. 

Investing in your team’s growth lets you create an environment where everyone can thrive and contribute to Flagstaff’s business community. 

Lead your company to success with Performance Staffing 

We understand that strong leadership that resonates with employees is the key to a thriving business. Align your leadership development with your team’s expectations, and let Performance Staffing help you establish a strong foundation for sustained growth, innovation, and engagement. 

Let us provide the staffing solutions that put the right leaders in place, driving your organization forward. Reach out to us today and lead the way to a future full of success and opportunity! 

References 

1. McLain, Denise, and Bailey Nelson. “How Effective Feedback Fuels Performance.” Gallup, 1 Jan. 2022, updated 19 Jan. 2024, www.gallup.com/workplace/357764/fast-feedback-fuels-performance.aspx. 
2. Bonterre, Michelle. “Empathetic Leadership: How to Go beyond Lip Service – Harvard.” Harvard Business Publishing, 30 Nov. 2023, www.harvardbusiness.org/empathetic-leadership-how-to-go-beyond-lip-service/. 
3. “Developing Employees & Improving Performance | LinkedIn Learning.” Learning.linkedin.com, learning.linkedin.com/resources/career-development/develop-employees.