Navigating election season: Fostering a productive and safe workplace

Election Day in the U.S. is hurtling toward us, and recent events have shown emotions are running high. For many People leaders, November 5 can’t arrive soon enough — not only because of the unbearable suspense of the political races, but also because of the tension that varying opinions and events being discussed in the workplace can bring.

Ahead of the recent presidential debate in late June, I had a team member share that they were dreading watching it. While they felt it was important to be informed on the candidates, they were also concerned about the impact that watching it could have on their stress levels and overall mental health. It allowed me to validate the complexity of the time we find ourselves in and the tangible impact of the stress this election cycle is causing for so many. As we approach the second presidential debate of this election season, we need to acknowledge that employees are dealing with more uncertainty than ever, which is exacerbated by a volatile political environment. The reality is, our employees are dealing with more uncertainty than ever, which is exacerbated by a volatile political environment. As leaders, we would be remiss not to thoughtfully and intentionally support employee mental health during this critical time.

A recent study found that approximately 51% of employees believe that talking about politics at work negatively impacts the overall work environment, while 24% say that the upcoming election is going to make their workplace more uncomfortable. The majority of employees – and a significant portion of those in the millennial and Gen Z employee groups – say they “frequently engage” in workplace conversations about societal issues, according to Edelman’s 2023 Trust At Work report.

So, as leaders, how can we strike the appropriate balance between creating an environment that enables employees to participate in the political process, while maintaining civility, productivity and psychological safety in the workplace? Below, I’ve outlined five ways to create a workforce that thrives in election season — and beyond.

It starts at the top.

People leaders should encourage top executives to model appropriate behavior in the workplace. Social learning theory – one of the most foundational psychological theories – teaches us that human behavior is learned through observation. This is especially applicable in the workplace, where we are constantly learning from one another’s behaviors. Leaders should consider this a serious responsibility, particularly in times of heightened stress and anxiety. While leaders, of course, have their preferred candidates, parties, and policies, they should refrain from vocalizing them in the workplace, so as to avoid negative implications amongst internal employees and external customers.

For example, in the wake of the recent assassination attempt on former President Trump, there’s a lesson to be learned from the on-demand print company, Sticker Mule. The company chose to express support for the former president in external customer-facing communications, leading to widespread backlash. Instead, any political messages from leadership should remain non-partisan and focus on encouraging employees to practice respect, empathy, civility in conversations centered on political issues, and to participate in the democratic process in a way that works for them (early voting, volunteering for local candidates, working at polling places, etc.).

Enable your employees to get involved in the political process – but recognize that the process may look different for everyone.

It’s no secret that barriers to voting, such as the closure of polling places or the purging of voting rolls – typically aimed at marginalized communities – are a political fact of life. The reality is, many disenfranchised voters can experience poorer mental health when they experience obstacles in participating in the voting process, leaving them with a limited sense of self-efficacy and confidence that their votes will count. Employers can acknowledge this in internal communications and make voting rights resources readily available to help enable workers’ participation in the democratic process.

Employers should also consider carving out time to allow employees to get to the polls – whether that’s in the weeks leading up to or on Election Day. In many states, employers are required by law to offer time away from work, to enable their workers to vote. At Headspace, for example, Election Day is a U.S. company holiday.

Provide your employees with a safe space to make their voices heard — but also understand the laws protecting free speech.

While talking through stress or anxiety with a manager or co-worker has been shown to alleviate workplace stress, I urge HR leaders to consider how conversations focused on election anxiety may translate amongst colleagues. The First Amendment’s protection of free speech is complicated in the workplace: although the Constitution’s prohibition of limiting speech applies only to the government, employers should not restrict speech unless it crosses over into bullying or harassment — or impacts productivity. Some companies have recently gone as far as prohibiting political conversations at work altogether.

In the polarized, tense environment we are facing now, training your managers on how to handle political discussions and disagreements among your employees is imperative. Additionally, it’s wise to enlist the leaders of your employee resource groups (ERGs) to be prepared to handle any election-related arguments, concerns or conflicts that may occur as a result of the political events or election outcomes.

Set guardrails around the political events that require an internal response vs. those that don’t warrant acknowledgement.

There are so many different viewpoints on the election: some are team blue, some are team red; some champion specific policies; while others think elections are inconsequential. At the opposite end of the spectrum, some see the election as a matter of life and death. While it’s impossible to satisfy everyone, as leaders, we must strive for consistency as we create a safe environment that encourages constructive dialogue. Tying employee communications to significant news drivers, such as conventions, debates or election-related milestones (the start of early voting, etc.), allows leaders to credibly speak and empower employees at an especially tense time.

In times of crisis, messages from leadership can go a long way to put workers’ minds at ease. But know that these messages also have the potential to lead to more questions and internal discussion: knowing when to speak is just as important as knowing what to say. With ongoing external conflict, ensure that you prioritize employee communications around events that are likely to impact your employees’ mental health, their day-to-day work and/or the business.

Related: Election will have impact on sales or plans over next 12 months, many SMB leaders say

Be vigilant about the mental health of your HR team members.

Elections are stressful. Almost three-quarters of U.S. adults say they are anxious about this year’s presidential election, according to a recent poll by the American Psychiatric Association. Oftentimes, the HR team steps into the role of ‘emotional caregiver’ for employees during difficult times. Headspace’s 2023 Workforce Attitudes toward Mental Health report found that HR leaders’ biggest drivers of dread at work were burnout from emotional caregiving for employees (36%) and feeling overwhelmed by the expectations to take on more job responsibilities (36%).

Acknowledge this reality with your team and encourage team members to implement healthy boundaries, both to help prevent and address compassion fatigue, and to limit intake of the news and social media. I also cannot overstate the importance of empowering your employees to use company-sponsored benefits – whether that is mindfulness or meditation content, on-demand texting with mental health coaches, or meeting with a therapist through your employee assistance program (EAP) – and modeling healthy behaviors for your teams.

As the election rapidly approaches, HR leaders should expect this tension and election-related stress to only increase over the following months. Implementing these strategies can go a long way to mitigating the stress in your workplace and ensuring your employees feel heard and safe: but know that this list is not exhaustive. Non-partisan organizations such as When We All Vote, Time to Vote, and Rock the Vote offer resources to support you and your teams throughout this time.