Should companies allow politics into the workplace? There’s only one surefire answer | Opinion

Following a dramatic few weeks, the stage for the U.S. presidential election is now set. With the current political climate carrying the potential for acrimonious division, leaders of professional services firms need to approach the election season with great caution.

The reason: The industry-wide talent shortage means you can’t afford to lose good people right now, and a politicized workplace can feel hostile and unpleasant. Highly educated professionals could be backing either side in the election, so setting boundaries for the political behavior of your people and your firm will be key.

This isn’t an entirely new phenomenon — elections are always a fraught time in the office. But in our social media age of corporate activism, companies have felt pressured to weigh in on controversial topics — including those that span further and further away from the organization’s central mission.

It’s easy for companies to get swept up in the political temperature of the day — whether it’s posting about Vice President Kamala Harris’ “brat summer” or getting out there with the latest hot take on the attempted assassination of Donald Trump.

But inviting political opinions and debate into the office is opening a Pandora’s Box of risk and issues — one that threatens to turn the work environment unfriendly for a team member who disagrees.

Just look at Sticker Mule, a sticker and branding company whose CEO sent out a company database-wide email — to employees, customers and vendors — in support of Trump. Orders were canceled; employees were left confused and concerned; and in general, the company created a divide where there didn’t need to be one.

It doesn’t matter whether it’s on an individual interpersonal level or a corporate policy level: Companies need to maintain a firm, values-driven blanket policy on how they’re going to approach politics before it becomes a problem.

For businesses operating in the world of professional services, it’s not simply a matter of considering the ramifications of who wins. That’s just a regular reality in organizations where regulation and policy impact day-to-day operations. Effective leaders know to always plan for both outcomes without becoming embroiled in the latest campaign news.

But as politics become more divisive, having a policy that covers conversation outside of situation planning is critical, especially as the professional services world deals with its full-blown talent crisis.

Because on that front, it’s a dire human resources landscape out there. The American Institute of Certified Public Accountants has estimated that 75% of certified public accountants will retire in the next 15 years. Meanwhile, more than 300,000 accountants — 17% of the field — left or quit their jobs between 2020 and 2022.

The shortage is acute and looming. The individuals leaving simply aren’t being replaced. Between the long hours, lower pay and significant licensing requirements, the interest simply isn’t there among students even to consider going into accounting — or many of the other professional services industries, for that matter.

Young employees’ workplace expectations

The cautious approach to politics becomes even more critical with regard to young people (and in some ways, the whole post-pandemic workforce) who want different things from their workplace than previous generations.

The traditional formality of the professional services world is vastly less appealing in a talent marketplace infused with individualism. Acceptance and comfort are key attributes for most of the people you’re seeking. Divisive issues won’t help.

The Harvard Business School has done extensive research on the impacts of trust in the workplace, and have found that high trust creates high employee engagement which in turn gives them more energy, less burnout and more productivity. But our current political culture is the antithesis of trust.

Which is why professional services firms cannot afford the talent retention fed by bringing politics into the office. Ensuring employees have an environment they want to work in means setting boundaries now, before anyone has a chance to misstep or misspeak, and before anyone feels ostracized for their political positions.

There are times and places for individuals to discuss politics — some of which can happen with fellow employees if given the right space and opportunity. Affinity and resource groups have become a popular way for companies to allow their employees to express their opinions in a voluntary, safe, and controlled way.

But creating a company-wide policy starts in a top-to-bottom manner, requiring the buy-in of senior partners and making its way on down. Putting boundaries in place is also not a bad idea in this time of heightened merger and acquisition activity and private equity involvement, which both bring greater levels of scrutiny to the industry.

The idea is to keep the firm on track and keep employee experiences and interactions in line. Doing so protects everyone’s interests and helps companies avoid accusations of hostility or political prejudice.

The professional services world needs talented employees, and talented employees need to feel safe. Attracting and retaining them starts by leaving divisive politics at the door.

Alice Grey Harrison is CEO of AGH Consulting Group , a strategic communication and consulting firm in Greenville, South Carolina.