What the EU Referendum result means for HR...

Good morning all

I am wondering given both the conversations I have overheard this morning and in particular posts I have seen on social media people are planning to manage the inevitable conflict between staff related to such an emotive and divisive subject. 

Many of the people who have voted to Remain that work for our business have not been shy about levelling some quite inflammatory statements about the Leave camp being driven by deep rooted racism and small-minded, ignorant bigotry. Many statements like this I think leave-voters will find quite objectionable, and  I have already witnessed many insults being exchanged between members of staff on social media. 

We have a management meeting this morning and I am minded to ask that the management team in particular remembers that one of their key roles is to build teams which are cohesive and respectful of one another (much in the spirit of 'better together'!). Is this however the responsibility of the employer? I think managers in particular should be quite careful about what views they expressed and how they do so, bearing in mind the effect this has on those employees who have chosen to vote leave. 

I can see one situation in particular escalating to grievance stages already so wondered if there was a particular approach anyone would recommend to make sure management time is not sucked up by dealing with petty squabbles, when many of them will already be concerned about how this affects what is expected of them in the immediate and medium term future (I work in property and our share prices have dropped this morning by 20% - we will all be feeling the pressure). 

As I type I've had a further situation brought to my attention. 

Appreciate it's very raw but just interested to seek views on what others think! 

Good morning all

I am wondering given both the conversations I have overheard this morning and in particular posts I have seen on social media people are planning to manage the inevitable conflict between staff related to such an emotive and divisive subject. 

Many of the people who have voted to Remain that work for our business have not been shy about levelling some quite inflammatory statements about the Leave camp being driven by deep rooted racism and small-minded, ignorant bigotry. Many statements like this I think leave-voters will find quite objectionable, and  I have already witnessed many insults being exchanged between members of staff on social media. 

We have a management meeting this morning and I am minded to ask that the management team in particular remembers that one of their key roles is to build teams which are cohesive and respectful of one another (much in the spirit of 'better together'!). Is this however the responsibility of the employer? I think managers in particular should be quite careful about what views they expressed and how they do so, bearing in mind the effect this has on those employees who have chosen to vote leave. 

I can see one situation in particular escalating to grievance stages already so wondered if there was a particular approach anyone would recommend to make sure management time is not sucked up by dealing with petty squabbles, when many of them will already be concerned about how this affects what is expected of them in the immediate and medium term future (I work in property and our share prices have dropped this morning by 20% - we will all be feeling the pressure). 

As I type I've had a further situation brought to my attention. 

Appreciate it's very raw but just interested to seek views on what others think! 

I would be very careful of drawing to much attention to this. By all means have a low level discussion with your managers about what is appropriate in the work place.

But my sense is that the "heat" is a 24 hour wonder and will blow over in the coming days as the reality settles that a decision has been made

Our chief cheese has opted to send round a nice email saying we're all for healthy debate but more so for respecting others' opinions so to kindly bear that in mind when discussing the result. Seems to have had the desired effect.

I know it'll all calm down (although perhaps not in time for it to be this evening's fish and chip paper) - nice to see people engaging in politics for a change anyway! :)

I have been also shocked by the insults flying around. I will watch this post with interest.

Hi Ann-Marie - do you mean 'insults' that have been flying around in your place of work? Or in the wider-world?

I think the increase in racist incidents is extremely worrying. I hope we are all offering support to those who need it.

Yes in the wider world. The insults I've seen (from the remain camp) are vicious. There's been many debates at work but everyone has teetered on the verge of insults but have been respectful so far.

So you were making a general observation. There are different perspectives, but I think we need to be very mindful of what sells newspapers.

Yes a general observation. The posts I've seen from individuals on social media are alarming. In the workplace, I have been waiting for similar but so far they've been just about passable.

I've seen plenty of unsavoury comments on social media too, but not at work. What's annoying me more is the effort of some Remain people to have a second referendum. "Yes we support democracy as long as decisions we vote on go our way, otherwise we'll do it again until we get the result we want" - totally wrong IMO. There was a big enough scandal over the Florida re-counts when Bush was elected president in 2000, imagine if we held a nationwide recount by virtue of a second referendum. No doubt if Remain won it, Leave would be campaigning for a 'best of 3' like this is some kind of playground game. >:-(

Let's try to keep our comments - on this forum at least - to the possible impact on HR, employment law, recruitment, etc.

I don't want to be a referee!

Fair enough Steve, but it was you who was asking about where the vulgarities were coming from which inspired me to respond! ;-)

I don't have a strong opinion either way, think both outcomes would have had pros and cons so I am sitting back and observing all this arguing and abuse, somewhat shocked by it but trying to focus on the pragmatic side of what it all means.

On that note - I thought the CIPD publication 'what HR needs to know if the UK votes to leave' is quite handy as an early support document. I hope there will be more of these to come as the picture unravels over the next couple of years.