Kristina Johnson is Okta’s Chief People Officer, leading the organization’s global People function.
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No previous history lesson or business playbook could have prepared us for the radical changes that swept across our world and our workplaces this past year. As employees sign on to work from their homes or adapt to a hybrid workforce environment, they are not only battling the fears and unknowns of the Covid-19 pandemic, but they are also getting pulled in every direction across their home, community, family and peers.
Everyone is affected by the racial injustice in the nation, the global pandemic and our recent presidential election in varying ways. As a result, emotions are high and conversations on these topics have entered the workplace this year in a way we’ve never seen before.
These events have forced leaders and organizations to make decisions about how to approach discussions about politics and social issues. Coinbase caught the tech industry’s attention when its CEO urged employees to “focus minimally” on politics and social causes, prompting 5% of employees to leave entirely. Other companies like Expensify took the opposite approach, actively urging stakeholders to vote for the Democratic candidate in the presidential election.
While companies are divided in how they handle these conversations, this tumultuous year illustrated how difficult it is to keep talk of wider political and social issues out of the office — virtual or not. Companies have the chance to infuse every workplace discussion with empathy and better support employees, no matter how they feel about specific issues. At Okta, we’re proud of the steps we’ve taken this year to support our employees. Whether supporting a workforce with diverse opinions or knowing when to speak up, here are some lessons we’ve learned.
Give every voice an opportunity to be heard.
From children running in the background of Zoom calls to discussions about the election on Slack, employees’ personal and work lives will continue to overlap. Companies shouldn’t shy away from this but encourage employees to bring their full selves to work — especially with these issues weighing heavily on them — as long as they remain respectful to colleagues and customers. As employers, it’s important to be inclusive of all viewpoints, but there is a way to go about this that fosters a respectful environment.
According to one study by the Associated Press, more than half of employees said the pandemic increased their stress, and 68% of working parents whose schools or daycares have closed “describe the pandemic as a major basis of stress.” Another survey found the U.S. presidential election was a significant source of stress for 68% of respondents, while only 52% said the same in 2016. Acknowledging and understanding this stress is critical to supporting employees during challenging times.
If employees want to talk about these issues, it’s essential that employers set an example and provide safe, respectful ways to do so. For example, we encourage employees to submit anonymous questions for our all-hands meetings. This year, our CEO fielded questions about our response to this year’s major concerns, from racial injustice to the election. Other formats, like issue-specific town halls with experts or ERG programs that are open to every employee, can address employee concerns and invite them to share their opinions, even if they disagree with company leaders.
Companies can also support employees by offering free mental health resources like Modern Health, which confidentially provides access to personal coaches and therapists to counsel them through stressful situations, and Headspace, a meditation app. With these channels and resources in place, company leaders signal to employees that they’re aware of the issues affecting them and ready to listen if needed.
Foster empathy throughout the office, leading by example.
Start by proactively communicating expectations around having personal discussions in the workplace, both virtual and in-person. Encourage everyone to prioritize understanding and kindness, provide helpful resources and make it known that inappropriate or disrespectful language isn’t tolerated.
For example, our CEO sent a note to all employees immediately following Election Day as everyone awaited the outcome. In it, he reminded us of a core value — acting with integrity — and encouraged employees to put empathy into every interaction with others, no matter the outcome of the election.
Those managing employees through distressing times must prioritize emotional intelligence (EI). Not only will it allow leaders to establish more dynamic relationships with those they manage, but higher EI also encourages more inclusive and engaging workplaces. A Yale-led study found that employees with emotionally intelligent leaders thought positively about their workplace, and when describing their work, “nearly two-thirds of the words they used were positive.” On the other hand, 70% of employees with supervisors showing little emotional intelligence had primarily negative feelings about work. EI takes time to develop, and workshops and online courses are worthwhile investments for managers at every level.
Stand up for your employees.
Fostering a more empathetic workplace requires leaders to take a stand on issues that are important to the business. This year, Okta’s leaders spoke out on matters that directly affected our customers, partners and employees, such as the H-1B visa ban. Stricter rules for H-1B visas hinder the technology industry’s ability to innovate and compete on a global scale, so our leaders made our position known.
Put a communications plan in place that discusses the issue at hand and how it will affect the company. Likewise, conduct a listening tour to understand employees’ needs and experiences of those most affected by a specific policy or issue. Look to Regions Bank for an example: Following the death of George Floyd, the company’s leaders set out on a virtual listening tour, giving teams a chance to directly share opinions and practical ways to address racial injustice.
As the year comes to an end, the issues that dominated 2020 are far from resolved. They will continue to affect how we work and live, and how the two blend together. But one thing remains certain: We can build more resilient, inclusive organizations by encouraging empathy and understanding across every workplace interaction.
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