Elections Test Workplace Civility — And the Aftermath May Matter More

Snippy comments. Short tempers. Politically charged arguments. These are all things that may be making their way into the workplace as the 2026 midterm elections loom. 

Elections can create a hotbed of incivility — adding to a workplace environment that is already experiencing uncivil behaviors, including rude, disrespectful, or discourteous behavior. Political issues and differences of opinion are major contributors of workplace incivility: SHRM’s Q4 Civility Index found that differences of opinions on social issues, political differences, and the state and direction of U.S. society today are among the top five contributors for incivility at work. 

“Today a lot of problematic comments happen in team chats and on video calls, where a quick aside lands harder than it would in person,” said David Grossman, founder and CEO of the Grossman Group, a leadership and communications consultancy in Chicago. “Many of this year’s races and ballot measures touch issues people care about deeply. Leaders shouldn’t assume it will be quiet.” 

Incidents of incivility often occur because elections and political changes can fuel stress, anxiety, uncertainty — as well as deeply personal feelings. But political discussions can quickly become contentious. Even seemingly casual remarks can create tension, undermine working relationships, and leave employees feeling uncomfortable or excluded. 

“Employees aren’t sure what’s OK to say or whether the company will say anything at all,” Grossman said. “When people don’t know where the lines are, some say too much and many say nothing. Both make the room tense.” 

It’s an issue that workplace leaders should address, experts said. 

“The key is to maintain a respectful workplace, even subtly — consider facial expressions, for example — rather than manage anyone’s political beliefs, even when it’s tempting because they seem to match yours,” said Alan Jacobson, a licensed psychologist in Westwood, Mass.    

And addressing election-related workplace civility matters not just on Election Day or in the days preceding the midterm elections. In many ways, the days following the elections can matter even more.  

Related Article: How Election Season Impacts Employee Mental Health — and What to Do 

How to Address It 

Grossman’s advice to company leaders: “Manage the room and stay out of the contest. Employees are asking for both,” he said. 

Now’s the time to communicate with employees about what is acceptable behavior, what political policies may be in place, and to make sure managers and company leaders are exhibiting desired behaviors. 

Re-share the standards you already have. “Your code of conduct already covers how people treat one another,” Grossman said. “A timely reminder lands better than a new policy in a tense moment.” 

Give managers words they can use. When a conversation turns personal, Grossman said, a manager can say, “I know this matters to both of you. Let’s set it aside and get back to the project.”  

Jacobson agreed: “A person’s outward demeanor or reaction may not show it, so an employer may sometimes suggest that these conversations are best held outside the workplace, even among those who may feel they agree,” he said. 

Grossman said it’s a good idea to explain to managers when to check in with workers and when to bring an issue to HR. “Before anyone redirects a conversation, have HR and legal counsel confirm what’s protected,” he said. “Some states protect employees’ political activity, and federal labor law protects many conversations about pay and working conditions.” 

Decide in advance when the company will speak. It’s best to agree on criteria before Election Day so an organization isn’t deciding under pressure. “In my experience, speak when an issue directly affects your workforce or operations,” Grossman said. “Even then, explain what it means for your people, and never tell anyone how to vote. Treat harassment as a conduct issue. Keep the company, and the CEO's personal views, out of the conversation.” 

Model it from the top. “One careless comment from a senior leader can undo a month of good communication,” Grossman said. 

What to Do After the Election 

The days before elections are vital, but the days after can matter even more, Grossman said. That’s because employees may be processing very different reactions to outcomes. 

“Some employees will be relieved and others will be disappointed, angry, or anxious,” he said. “If leaders say nothing the morning after, people fill the silence with assumptions.” 

Adding to the uncertainty, election results are sometimes drawn out and may take days or weeks to settle, particularly in closely contested races.  

On Nov. 4, company leaders should consider sending a brief, nonpartisan message acknowledging that employees may be experiencing different emotions. It could be something as simple as: “Many of you are feeling a lot today, and not all in the same direction. However you feel, we’re one team, and we’re here to support each other,” Grossman explained. 

Then, Grossman said, managers “should check in one-on-one and listen, and keep at it in the weeks after, because the tension doesn’t end when the results come in. My goal for every client is that employees can disagree about an election and still trust each other the next morning.” 

HR teams should also consider pointing employees to company-provided mental health benefits. 

“If an employee seems overwhelmed, a manager can privately ask what work-related support would help without asking them to disclose a diagnosis or political position, or to engage in anything resembling a political conversation,” Jacobson said.