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You may question what this has to do with HR. Considering the normal role of HR, it is quite likely that HR may be asked to draft an announcement or write a small speech or simply be asked to stand by the CEO when he/she talks directly to employees. Most of us have probably shared the stage with the CEO and other executives when they make statements that are inaccurate or inappropriate. It comes with our HR job. We can make our position known behind closed doors but need to support an official company position in most cases. The usual “white lies” are assurances that are not quite true e.g. “We are not looking at a lay-off”, “We have no plans to change anything”, “There are no plans to outsource”.

Although this is a current USA issue, it is equally relevant worldwide. It is not to do with political affiliation or whether the HR person has the same political views as the CEO, but whether pressure should be placed on employees to vote a certain way. Based on the power imbalance between employer and employee, does it somewhat negate democracy? What do you think?





If the CEO wants to put pressure on employees, what position should HR take? The CEO may ask HR (we have credibility with employees) to countersign the communication to employees. The CEO may invite us to speak up in various forums, or require us to respond “correctly” when employees ask our advice. Would you agree? Do you think these are reasonable requests?





If the CEO is asking everyone to vote a certain way, he/she clearly would expect the HR Director to personally comply and also the other executives. Is that reasonable? Is it enough to pretend to go along with the CEO and then vote based on personal beliefs on the day? If an employee asks HR whether what the CEO says is true, what should HR say?





I have been in many uncomfortable situations, but never when my employer attempts to take away my individual freedom and compel me to vote in a certain way. I would probably resent it so much that I would vote for the other candidate out of principle.

Vague threats (innuendo) about the negative effect on jobs are somewhat illogical. You can be sure the organization has not chosen to carry excess staff in the present and can simply punish by picking them off if the election does not go its way.





What do you think? If the company takes a political position on voting, would that, in your opinion, directly implicate Human Resources? What should HR do? Do you think it is important or would you just go along with people at the top as an unpleasant aspect of our HR function? Alternatively do you agree with the CEO that employees should be warned?





Thank you for your interest. I look forward to any thoughts or suggestions you may have.





Ian