Preparing your workplace for election chaos—no matter the outcome
Tomorrow the United States finishes the most chaotic presidential election of our lifetimes. It’s easy to get lost in the day-to-day news cycle, but taking a step back, consider the unprecedented nature of this cycle:
One major party candidate was found liable of sexual abuse, guilty of a felony, and awaits trials on several other criminal charges
That same candidate faced two separate assassination attempts
The other party changed candidates with 100 days left in the race
That new candidate would represent a historic breaking of both gender and racial glass ceilings
And in what could be the most distressing, unprecedented turn of events related to this election, the candidate who incited a violent mob to attack the Capitol on January 6, 2021, to try to overturn that election is already planting the seeds to undermine the credibility of this one, which by all predictions will be historically close.
There is a strong chance that we will not know who the next president will be tomorrow night, or even days or weeks afterward. Business leaders have clearly been preparing for both scenarios, bracing for an uncertain regulatory and trade environment, and watching tensions rise within their workforces.
In the days following Election Day, what should leaders be doing to help their employees navigate the stress and uncertainty?
As a former political operative who now consults with CEOs and HR leaders on navigating workplace disruption and change, here's my advice on how to effectively guide your teams through the turbulent next few weeks:
1. Expect a loss in productivity
Election stress is real—and measurable. It’s unreasonable to expect anyone remotely interested in the outcome to be operating at their best when we don’t know what the future holds for our country. (This is true for Americans, but it is also true for much of the rest of the world.) Give people grace for the mental space that will be taken up by anxiety in the next few weeks, and build extra time into project planning and deadlines accordingly. That will help to …
2. Foster a culture of psychological safety
Start by modeling: acknowledge explicitly any heightened emotions or potential tensions you may be experiencing as a leader. Then encourage others to do the same, with a reminder to be inclusive of differing perspectives and cultural backgrounds. Model active listening, and remind everyone that especially in the next few weeks, we need to show each other compassion and keep out of our dialogue the kind of easy blaming that can come from political ideologies.
3. Plan now for business continuity
Communicate clear plans for business operations regardless of the election results, while allowing for a short-term loss in productivity. If need be, scenario plan over multiple horizons how the election may affect both your business goals and your employees’ focus. This maintains a clear perspective on your organization's goals while being realistic about uncertainty over the next few weeks. Some employees in your organization may even need their own individualized scenario plans.
4. Create space for open dialogue—with clear engagement expectations
We all know how quickly political discussions can become heated. But it is unreasonable to think that employees will not want to talk about the elephant in the room. Create intentional space, in virtual settings like Teams or part of meeting agendas, to process what is happening outside of your walls and express feelings and anxieties. But set clear engagement expectations upfront to keep the conversations respectful, and revisit them as often as needed.
5. Offer flexibility for employees to prioritize their mental health
Election seasons can be emotionally taxing, and there is a chance this one may drag into December, or even January. If your company provides access to mental health resources and stress management programs, remind employees of this benefit, and support any time they may need to take advantage. Otherwise, allow some flexibility for taking personal time to rest and unplug.
6. Reinforce company values
Hopefully your company has already clearly articulated its values and how they transcend political parties. Now would be the time to re-articulate those principles so that employees are reminded of what unites them beyond their political differences. But be prepared: depending on what happens in the next few weeks, those same employees may expect you to articulate those company values externally as well.
The next few weeks may be tough for all of us here in the U.S. But you can still create a supportive, inclusive environment that acknowledges the significance of the election, and the mental burden an uncertain outcome creates, while maintaining focus on your organization's mission.
I’ve long believed that the most important modern leadership competency is being able to guide teams through periods of uncertainty with empathy and clarity.
How are you planning to lead your organization through this historically disruptive moment?
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