Ask an HR Pro: How Can I Support Employee Well-Being After Election Day?

Election anxiety is real, and your employees are likely experiencing it: A recent APA study found that 66% of Americans are stressed by the current political climate. No matter how things turn out on Election Day this year, HR team members, managers, and supervisors should be ready to support and protect their employees as well as their company culture.

We asked Vickie Krolak, SPHR, SHRM-CP, Senior HR Business Partner at iHire, for her tips on how to navigate the post-election workplace and address political anxiety.

Enable Employees to Take Time Off or Work Remotely

First, lean on your flexible workplace policies to support employee well-being.

“If possible, let your employees work from home after the election or take time off to process the outcome,” Krolak advised. “It could be difficult for some employees to focus the day after the election, and understandably so. While some team members will welcome the distraction of a normal workday, others may prefer to decompress alone.”

During their time off, you could suggest taking a digital detox or practicing mindfulness to reduce political anxiety and stress.

Encourage Use of Your EAP or Third-Party Counseling

If your company provides mental health benefits, remind your employees of what they are and how they can access them.

“Proactively communicate this information to your entire team ahead of Election Day. Not all your employees may be comfortable confiding in you or asking you for help,” Krolak said. “Plus, it’s important to remember that, as an HR professional or team leader, you are not a mental health provider. If an employee tells you they are struggling with election anxiety, point them to your employee assistance program or professional therapist or counselor.”

While you can’t personally ease their anxiety, you can still show you care and connect them with the right resources.

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Remind Employees of Your Policies & Code of Conduct

Even if your whole company takes the day off after the election, your employees will be discussing politics at work in the weeks and months to come. And that’s okay – as long as your team members follow your policies and their behavior doesn’t escalate into workplace incivility (or worse).

“Election season is a great time to remind your employees of any policies you have in place around political activities, along with your general code of conduct regarding harassment, bullying, and hostile behavior,” Krolak explained. “Plus, referencing your employee handbook enables you to be clear and remain neutral.”

You don’t need to ban post-election discussions, and it wouldn’t be realistic to do so. What’s more, some states have laws that protect employees with regard to expressing their political views and affiliations.

“But, you do need to prioritize psychological safety, manage conflict promptly and appropriately, and maintain a respectful culture,” added Krolak. “Remind your team that different points of view are valuable in the workplace.”

Make Yourself Available for Workplace Concerns

In the days after the election, try to keep your workload light so you’re available to answer questions and address concerns.

“Employees may come to you during this time if they believe they’ve been mistreated by a coworker while discussing politics at work or witnessed another team member being harassed for their political views,” Krolak said. “Or, they may have questions about whether they can wear a button or hang a poster in their office that expresses their political preferences. Again, turn to your handbook and ensure your policies are clearly defined.”

Election season can be challenging to navigate as an HR professional or team leader, but with Krolak’s tips above, you can maintain civility in your workplace, empower your employees to address their election anxiety, and thrive as an organization – no matter the outcome.

Explore our Resource Center for more guidance on employee well-being, retention, and engagement, or schedule a free consultation with Krolak or another member of our Outsourced HR Services team. They can provide personalized help with addressing employee relations challenges, updating your handbook, and much more.