Tanner Montague came to town from Seattle having never owned his own music venue before. He’s a musician himself, so he has a pretty good sense of good music, but he also wandered into a crowded music scene filled with concert venues large and small.But the owner of Green Room thinks he found a void in the market. It’s lacking, he says, in places serving between 200 and 500 people, a sweet spot he thinks could be a draw for both some national acts not quite big enough yet for arena gigs and local acts looking for a launching pad.“I felt that size would do well in the city to offer more options,” he says. “My goal was to A, bring another option for national acts but then, B, have a great spot for local bands to start.”Right or wrong, something seems to be working, he says. He’s got a full calendar of concerts booked out several months. How did he, as a newcomer to the market in an industry filled with competition, get the attention of the local concertgoer?
Between social justice issues and sensitivities around COVID-19-related topics like masks and vaccinations, workplace discussions today can become heated, even in a virtual environment. As those current events and others continue to play out, Minnesota employers need to be aware of how these factors can impact business performance and be prepared to mitigate any issues when tempers begin to flare.
Local business leaders should develop a plan — consistent with standard existing office policies — to address situations before they arise. Below are eight tips Minnesota business owners can use to maintain harmony in the virtual workplace and in person, helping to keep employees engaged and productive.
Check policies and update as needed
Review and update current workplace policies surrounding political activity and consider the changes needed for a virtual workplace. Business owners may also consider proactively communicating expectations with employees and sharing examples of unacceptable behavior to mitigate potential issues. It should be clear to employees that these actions cannot interfere with work.
Communicate company policies and values
The workplace structure may have changed and team communications may have evolved. However, employees should be reminded of the company’s mission, values and policies, especially those specific to political discussions. With the varied channels of communication available today, employees can easily become sidetracked if a colleague brings up controversial topics.
Set a positive example
Leadership sets the standard in the office, in person and during virtual meetings. Consider asking managers to be mindful about comments on political matters. Conversely, if a supervisor is extremely vocal about his or her political stance, it can potentially open the door for staff to follow suit.
Be impartial
Business leaders and employers should avoid taking an official stance on a particular candidate or political issue. If leaders expose their views, current and future clients or even employees who do not share a similar view can feel alienated. Furthermore, companies should consider discouraging political attire and memorabilia in common areas and for employees who have direct contact with clients and vendors. In a virtual setting, this can apply to anything visible during a video call.
Train managers
Managers are at the frontline, and it is important to ensure they are aware of all new and existing company policies and that they are trained to properly handle any potential confrontations. In response to tensions, managers should always respect boundaries and remember not to ask employees about their political affiliations. Business leaders can carefully point out any concerns to an employee and explain how their actions were not in alignment with company policies.
Act fast
Expediency is paramount if tensions do arise. Investigate any employee complaints through the lens of workplace behavior rather than on differing political opinions. While the remote work environment can present more of a challenge, it is crucial to address the situation quickly to reduce escalation.
Recommend workers unplug
Working remotely can be stressful, especially during a pandemic — when the whole family may be sharing the workplace — and given the increased attention to current events. Between broadcast and online news, the constant stream of provocative headlines can become a distraction and add to already high stress levels. Employers should consider encouraging workers to take a break from news coverage, social media and web browsing to help maintain focus and manage anxiety levels.
Suggest guidelines
While a business cannot explicitly prohibit political discussions in the workplace, business owners may consider asking employees to limit political talk or activity to work breaks, lunch or after hours. Reminding employees to respect the views of others can be helpful. If employees do decide to make their political affiliations known, do not assume that staff members who support the same candidate also share similar views on all the issues. Employees and employers alike should respect colleagues’ views, encourage civility and not attack another person’s political affiliation or beliefs.
These eight tips for navigating sensitive political issues and topics in the workplace should help Minnesota businesses set expectations to minimize tensions and lead to a positive workplace in which current events do not affect employee morale and productivity.
