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Navigating Post-Election Anxiety in the Workplace
The 2024 presidential race has ended, bringing a contentious election season to an end. However, although the election itself has ended, political anxiety is still running high. In fact, it’s likely that someone in your workplace is suffering from post-election anxiety.
How can leaders in the workplace address political fears without alienating team members? If you deliberately limit political discourse in the workplace, there may not seem to be any way of discussing post-election stress. However, it's important that you do. When team members are overwhelmed or distracted by anxiety, it can affect everything from productivity to workplace safety. It also damages your organizational culture. So what can you do?
Political anxiety: it’s in the workplace and not limited to one party
Political tension in the workplace is a common topic during election years. What gets discussed far less is the anxiety that accompanies major elections, even though it’s clear that workers from both parties have been experiencing anxiety about the election this year.
A recent survey from The American Psychological Association (APA) found that 77% of adults — regardless of party affiliation — are deeply stressed about the future of the U.S. The same report found that 72% or adults worry the election results may lead to violence, and 56% are concerned this presidential election might be the end of democracy in the U.S.
The fears are understandable. We’ve all been bombarded with negative messages and ads that have been playing on our existing anxieties for months. It’s only natural that those stresses might spill over into the workplace.
Even if your team isn’t discussing politics at work, it’s likely that some of your employees are quietly suffering from acute anxiety. It’s the job of leadership to acknowledge the concerns of those employees while avoiding partisan divides in the workplace.
Strategies for addressing post-election anxiety at work
No matter who wins an election, it’s important to remember that the sun will still come up the next morning, life will go on, and business will continue. Accepting the results of an election, however, may be difficult for younger employees, who have not been through many election cycles, team members who are extremely passionate about a candidate or an issue, or workers who are anxious about upcoming policy changes.
Communication is key to addressing those concerns.
Deal with your own feelings first: You may also be experiencing anxiety. Before you address your staff, deal with your own emotions so that you can talk to your team calmly and rationally.
Focus on the business aspects of the election: After the election, call a team meeting. I personally like to discuss the business impact of the election results at this meeting. I present the winning candidates’ economic proposal, discuss its effects on our industry, and ask the team to look for the opportunities and advantages we’ll be able to glean during the next administration. How will the new president affect our strategic goals? This approach focuses the entire team on what we can do to prepare for the next administration, and how it will benefit us as a company. It works; I’ve seen anxiety turn to pragmatism as teams discuss working together to turn an election result into a benefit for the whole company.
Keep an eye on your employees: Some employees may genuinely feel crushed after an election. Stay alert for any signs that they may need support. This may be especially true for the youngest employees, who don’t remember previous anxiety-inducing elections, or challenges to elections (remember the hanging chads of 2000?) and who may react especially strongly.
Remember your policies: If you have a standard, whether it be a dress code or a personal expression policy, make sure it’s being enforced fairly. There’s nothing like an overt celebration by a coworker that might drive your workers to feel they’re working in a hostile environment.
Keeping politics out of the workplace doesn’t mean ignoring political anxiety
We all want to work in a supportive, welcoming environment, no matter our political leanings. Part of that is getting out in front of political stressors; limiting victory laps and pity parties in the workplace that might alienate other team members. This doesn’t mean your employees shouldn’t (and won’t) discuss politics at lunch, on breaks, and during other personal time. It does mean that you, as an employer, should continue to create a fair and supportive environment for everyone.
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