Build corporate and employee resilience to combat election stress

Without question, American politics are more polarized than ever. The coming 2024 election is already contentious, with wide divides between the candidates amplified by uncertainties related to the economy, the climate, individual rights, international relations, and a host of other social concerns. Daily exposure to such content can take a toll on even the most steadfast employees. For others, the constant onslaught of negative messaging is debilitating, leaving them emotionally overwhelmed, stressed out, and, in some cases, depressed and physically ill. 

At home, employees may be able to turn off social media when it gets overwhelming or step away from conversations that may feel uncomfortable. That may not always be the case at work, where televisions may be tuned to 24-hour news channels and colleagues with differing views may share their perspectives throughout the day. When coworkers do not hold the same political ideology, fractures may arise during election season, even among otherwise highly aligned teams. 

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In 2020, more than half of surveyed employees reported that the election impacted their productivity. The election was also a significant source of stress for 68% of U.S. adults. Left unattended, political discourse — and its resulting stress — can adversely impact workplace productivity. It can also divide work teams and disenfranchise employees. 

The challenge for employers presents both a hurdle and an opportunity: First, to provide a safe and affirming work environment; and second, to help build resilience among their employees, helping them better manage stress at work and at home. And the time to do so is now. Employers who ignore workplace stress related to elections (or other highly visible and potentially divisive events) may experience reduced productivity, see their company culture suffer, or even lose valued employees.

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Provide a safe and affirming workplace
An environment where employees feel safe, included, and valued can help them remain focused and productive regardless of external stressors. Here are steps your company can take to protect your employees' work performance and personal well-being during stressful election years or times when political tensions are high.

Start with the basics. If your company has a "Code of Conduct," share it during times of stress. Make sure to highlight mutual respect and civil communication. Limit or exclude exposure to political news and information in spaces such as lunchrooms, conference rooms, lobbies or other shared working environments. Provide places where employees can quietly recharge alone or in small groups.

Your organization may choose to prohibit workplace conversations related to politics, or to embrace them. In either case, make your policy clear and apply it consistently across all work teams. Ambiguity or inconsistent enforcement jeopardizes the secure environment your employees need to thrive, particularly in situations heightened by external stressors.

Review your diversity, equity and inclusion language to ensure it protects and respects divergent political perspectives. Build a tolerance for varying political views into your DEI training and make your expectations clear for acceptable workplace behavior. 

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Build employee resilience
Everyone faces personal and global events that weigh upon them. Employees may feel especially insecure or isolated if work becomes a place that compounds that weight. Employers who take steps to build a safe and compassionate culture can positively influence mental health during stressful times. 

1. Provide resources to help employees understand mental health conditions
Recognizing symptoms of stress or conditions related to stress, such as anxiety and depression, can foster empathy for colleagues who may be struggling. A kind word of acknowledgment or an offer to listen can be powerful medicine. Company-wide training and easy access to educational materials help employees help themselves and each other. Skills-based training can teach empathy, trust-building, effective communication strategies, mindfulness, and other personal wellbeing practices.

2. Make sure stressed employees know where and how to find help
Communicate often (and across a variety of forums) about available mental health benefits, EAP resources, 24-hour online and phone counseling, crisis hotlines and community services. Keep an eye on unfolding local, regional and world events. Understanding external stressors can also help HR teams anticipate and plan for extra support. 

3. Provide leaders with tools for ongoing and immediate support
Encourage managers to triage employee mental health on a case by case basis. Check-in calls or virtual meetings can help managers gauge an employee's well-being. Referrals to counseling services and crisis hotlines can immediately connect employees to needed support. Offer modified or reduced work duties. Allow unpaid time off or sick leave as needed. Simply sending a note can reassure an employee that he, she, or they are not alone.

Election seasons (and political, religious or other sensitive topics) can trigger strong emotions among teams, families, and social groups. Employees who feel stressed or isolated by exposure to such messages may struggle to bring their best selves — or their best work — to your organization. Position your company for success with policies and practices that help employees feel secure and supported during the best — and worst — of times.