Seize Ways to Anchor Your Culture in Turbulent Times

The tensions of the world are filtering into our workplaces. Driven by polarization, acts of political violence, and the growing amount of time spent online, everyday conversations in breakrooms, digital channels, or all-company meetings are often charged with the weight of what’s happening beyond the office walls. 

The challenge before HR professionals is immense: We are tasked with nurturing workplace culture and unity in an increasingly complex and divided environment.

We truly do find ourselves in trying times. The average number of uncivil acts per day personally experienced by U.S. workers in everyday life has increased from 1.18 in Q2 2025 to 1.24 in Q3, according to the SHRM Q3 2025 Civility Index. This has put even more pressure on HR leaders to “keep the peace.” However, peace isn’t about suppressing dialogue. 

Organizations thrive when team members feel they can bring their whole selves to work, including their perspectives and concerns. Yet, we cannot ignore the fact that passionate conversations can sometimes lead to division. For us, being the keepers of culture means ensuring the trust and respect of our organizational foundation remain intact — especially when a challenging topic is introduced.

We Are in a Social Media Minefield

Social media presents a particularly pronounced test. At SHRM, we’re fielding more questions than ever from employers navigating the implications of employees’ politically charged posts — both on and off the clock. They’re seeing the impact of tech or social media “bravery,” also known as “the online disinhibition effect,” where behavioral norms wane once someone sits behind their computer or phone screen. This can lead to more frequent or intense comments than would be seen during interactions happening in real life. With more information than ever readily available online about employees' positions, companies, and even locations, the lines separating the personal and professional, once clearer, have become increasingly blurred.

Webinar: Creating a Culture of Respect

Making Space for Civility

Pretending political discussions don't belong in the workplace is an outdated idea. We live in a connected world, and what happens outside our walls inevitably comes inside. The opportunity isn't to silence these conversations but to create a space where they can happen with respect and understanding. This is a shared responsibility, and HR's role is to lead the way by establishing clear principles for communication, empowering people with the right tools, and setting clear boundaries for digital interactions to protect the culture. 

Here are three ways HR leaders can manage the complexities of political expression while maintaining civility in the workplace.

1. Champion Respectful Communication

We must establish concrete guidelines for respectful communication, both within our teams and within the wider organization. We all see events unfold on our screens — on our computers, TVs, and phones — and the emotions they stir in us are real. It's natural for those feelings to surface at work. The goal is to create a framework to not only guide how we talk to each other but also provide clear pathways for resolution when conversations get difficult. This isn't about avoiding conflict; it's about moving through it together, constructively.

2. Empower People Through Education and Empathy

Guidelines are the starting point, but HR’s true strength comes from empowering every team member. As leaders, we have a duty to provide education to help everyone communicate more effectively. By setting the standard for inclusive dialogue where we all commit to active listening and using clear, accessible language, we build a stronger, more connected team. When conversations touch on sensitive or political topics, these skills become invaluable. Think of it as a collective effort to find common ground through practicing empathy. We can ask ourselves: “What am I feeling? What might the other person be experiencing?” By seeking to understand each other's perspectives, we can guide the conversation back to a place of mutual respect and unity.

3. Lead with Clear Social Media Policies

Employees’ responsibility for civil conduct extends to the digital spaces where they represent the organization. Social media policies have always been important for protecting information and brand identity. Today, they serve a greater purpose. In the digital world, it’s easy for people to feel disconnected from the impact of their words. The keyboard or record button is a launchpad for volatile words, while the screen is a shield against returning fire. While we can't change human psychology, we can define what is acceptable. By establishing clear policies on what constitutes discriminatory, harassing, or threatening content, we create a safeguard. This is about taking a stand for organizational values and ensuring workers’ online presence reflects the same respect and integrity we expect within the workplace.

Template: Social Media Policy

A Culture of Civility 

To combat the political headwinds and the pressure they put on our people, we have to place equal weight on these three pillars: communication, education, and policies. Without any one of them, the organization will topple over. Keeping this balance requires listening. Culture is alive, dynamic — never static. By opening consistent channels for feedback and authentic dialogue, we can address concerns before they threaten harmony.

While we write this playbook for managing the complexities of political expression at work, we need to lean on HR’s purpose as the anchor of culture. Through transparency, empathy, and intentional structure, HR can lead our organizations to remain strong and unified — even as the world around us continues to change.