We’re barreling to Election Day and the majority of Americans are a collective ball of stress and anxiety.

According to the American Psychiatric Association‘s annual poll, 73% of us report experiencing mental health pressure brought on by the upcoming US national election. A recent Forbes Health survey confirms this, finding more than 60% of respondents saying their mental health has been “slightly, moderately, or significantly negatively impacted” this campaign season.

This stress and anxiety is spilling into the workplace. Gone are the days of politics being a taboo topic at the office. Yale Insight‘s Heidi Brooks ascribes this change to evolving societal and workplace dynamics, such as those resulting from the COVID-19 pandemic.

“The pandemic blurred some of the lines of personal and professional, even more than they were before,” says Brooks. “I wonder if this isn’t a time where people feel a little less clarity about where their politics belong and where they have jurisdiction to bring their personal aspirations and hopes for what it means to be a citizen more broadly.”

She also surmises that the current movement to bring one’s “whole self” to work – a key component of psychological safety – can be confusing amidst the current heightened pressure of identity politics.

“We want people’s personhood to be able to show up, but that’s not exactly the same as bringing in personal passions and advocacies, ” says Brooks. “I’ve spoken with people at various professional levels who have been questioning how to draw a line between what version of myself do I leave at home and what version of myself is relevant at work?”

Research bears out this muddied new normal.

Nearly half of all US workers (54%) surveyed by Gallup said they had discussed political issues with a coworker in the first quarter of 2024. And it’s not just physical water cooler talk. Even hybrid (48%) and remote (28%) workers have engaged in political conversations with colleagues.

In a data point particularly relevant to women in print, Gallup reports those working in male-dominated industries (52%) are more likely to talk politics at work than are female-dominated industries (42%) or industries with gender parity (43%). Further research published in ResumeHelp.com‘s Politics in the Workplace Study shows that 57% of women feel political discussions impact the workplace negatively compared with 44% of men.

Given the extreme polarization of the 2024 election cycle, this political chatter can get downright toxic and lead to organizational problems like lower company morale, decreased employee retention rates, and even financial productivity losses. According to Society of Human Resource Management (SHRM), 59% of workers believe politics at work harms morale. A full quarter of survey respondents told ResumeHelp.com that they “have left or would leave a job” because of a boss’ political beliefs.

And consider this not-so-fun fact:  SHRM’s president and CEO Johnny Taylor, Jr. says, “It takes an average of 31 minutes” for employees experiencing a toxic act at work “to get themselves back in the game.” Taylor concludes, “That means out of every hour, the employer is potentially losing 50% of the productivity they want to get out of that employee.”

So how can we mitigate this election season negativity at work and lower the anxiety dial for everyone’s benefit? Basic civility is a good starting point.

SHRM has published a Civility Index, summarized here by CNN, complete with practical tips on how to strive toward a balanced workplace that doesn’t prohibit political speech but also affirms a culture in which employees with varying political views feel safe and productive.

These tips include:

  • Compartmentalize the goals of working effectively with teammates and any discussions that occur regarding personal political beliefs. Channel the bowling analogy. (From Yale Insight: “Say you’re passionate about bowling. Can you still understand that not everybody is? Would you insist on working only with people who bowl?”)
  • Recognize social media’s effect on people’s views and the fact that not everyone on your team is receiving the same news. Many of us are fed algorithm-delivered information that either reinforces our already-held beliefs and are only hearing one side of the story.
  • Lean in on curiosity when you find yourself in a political conversation with a colleague whose views differ from your own. Rather than take a “combat and convince” approach (which rarely works in today’s political environment), acknowledge that you don’t agree with one another and then genuinely inquire as to how the other person’s beliefs were formed. At minimum, you’ll learn a little bit more about your colleague’s background or experiences.
  • When all else fails? Disarm and de-escalate by pivoting to a non-controversial topic. Puppies, grandchildren, local sports teams, and even what you’re eating for lunch can be safe topics.

Of course, if a co-worker becomes threatening or highly offensive, it’s time for HR to step in. Hopefully, company guidelines are already published to discourage or discipline this type of behavior and can be enforced. (For a legal summary of how to manage politics in the workplace, check out this guide from Littler Mendel.)

And by all means, if your political passion is at its zenith leading up to Election Day, don’t stifle it! Simply find a more appropriate outlet – such as a volunteer phone bank or door-to-door canvassing shift – in which to express your opinions and beliefs.

Finally, stay mindful of that fact that 45% of us have regretted having a political conversation at work, according to ResumeHelp.com.

After all, Election Day (or voting season) is one particular point in time. Breathe deep, and remember that your overall goal in the workplace is not to use it as a forum to express intense, polarizing and passionate political views – rather, it is a setting to work together constructively to accomplish common organizational goals all year long.