Navigating Employee Activism and How Leadership Benefits

Employee activism is increasingly common, particularly from those most likely to become leaders within your firm.

Activism across the spectrum of beliefs is part of who the younger generations are. As a result, what employees expect of their leaders is also evolving – EQ is often as important as IQ, for example. With all of the big opinions out there, employee activism can present unique leadership challenges.

One person’s cause isn’t everyone’s cause.

In a 2019 survey conducted by Herbert Smith Freehills, over 80% of companies expect a rise in employee activism. While employee passion and activism create an environment where people feel optimistic about their contributions, it can also have the opposite effect. Employees who ask difficult questions surrounding big concept ideas like sustainability, inequality, and politics mean leaders can find themselves in uncharted waters. That’s why it’s important to examine and shape expectations.

There are some ideals that most people can agree upon like perhaps – life, liberty, and the pursuit of happiness. However, how those ideals are achieved or what should be allowed can vary greatly. Airing opinions unchecked might be divisive, make people uncomfortable, or even create a hostile work environment. On the other hand, discouraging personal expression will also have detrimental effects on company culture.

For leaders concerned about the rise of employee activism at their company, working with HR and the legal team to create a document stipulating expectations for company culture and vision can help leaders find alignment. It always makes sense to have a good understanding of who you are as an organization from the beginning – attracting talent and retaining top talent. Leaders throughout your firm are the ones who perpetuate company culture.

As the Five Behaviors of a Cohesive Team model shows – trust is fundamental, and an environment of inclusivity where everyone’s opinions are valued builds trust. Being able to disagree is also fundamental. Conflict is healthy within boundaries, and an environment where people can respectfully discuss their dissimilarities makes a difference.

Employee Activism has more benefits than just giving back.

Ownership Leaders can encourage employee activism by providing time off to work on causes that are important to their employees. Time off shows your support as they pursue their passions. When you show your support and respect for who your employees are, they, in turn, feel more ownership over their role as part of the firm.

Communication Some leaders create opportunities for their employees to volunteer as part of a team-building activity and help build cross-departmental relationships. People get to know one another differently when they are outside of the office. Relationships built on more than work facilitate better communication.

Experience When people are involved in causes outside of the regular work structure, different sides of their personalities might emerge. It can help you draw out rising leaders and provide opportunities for developing leaders to gain valuable skills that translate to the workplace.

Leadership Development and Firm Growth

Good leaders who support your company’s growth are critical to your success. Since so many employees are now more actively involved in their communities and causes that matter to them, why not take the opportunity to leverage leadership development? When you have leaders at each level of your organization, your company is more resilient and ready to face the future. Liddell Consulting helps you grow leaders who can address challenges, adapt to changes, and meet their potential. If you’d like to learn more, contact us today.