Let’s Focus On The Work

A few years ago we suggested you should try to keep political discussions out of the workplace. Our view was that simply telling people not to have such discussions might not work, so instead, you should focus on leading by example and also perhaps steering conversations into another direction before they get out of hand.

The folks at Google seem to have caught on to a similar goal.

Google recently asked employees to refrain from conversations about controversial, non-work topics.

The key point:

Our primary responsibility is to do the work we’ve each been hired to do, not to spend working time on debates about nonwork topics.

It’s hard to argue with that.

On the one hand, you want people to feel comfortable talking openly with each other. When you share information or help people see things from another perspective, it’s easier to identify opportunities as they emerge and see challenges as they evolve. That kind of regular collaboration is important to any company dealing with a turbulent environment — and let’s face it, that’s most companies.

But that conversation can restrict collaboration when people stake out their positions on intensely personal topics, especially when they are no longer trying to share information but instead are just trying to make a point. Regardless of which side you come down on for any particular issue, if all you’re going to do is argue about it, then you’re wasting company time. If it’s an issue that affects the company and you can actually do something about it, then by all means get it out in the open (constructively) and try to do something. If all you’re going to do is make a lot of noise, though, then where’s the benefit of that?

All around the world in the last few years, political divisions have grown and people are becoming more firmly entrenched in their beliefs, which often are at odds with so many other people. Social media has made it easier than ever to be a “keyboard warrior” and feel good about yourself because you’ve contributed to the noise. That being the case, it’s probably better for your workplace if you can keep those disruptions to a minimum because there’s no advantage to them, but there are certainly plenty of costs. You probably shouldn’t threaten to fire people for talking about things you don’t want them talking about (and Google hasn’t threatened that) but it’s ok to let them know that if you think they are having a negative impact on work performance, that will be reflected somewhere.

Most of all, lead by example. If you don’t want people having unnecessary and controversial discussions in the workplace, then make sure you don’t have them, either.

(This article is worth a read – especially #3.)