National Elections & Workplace Behavior
We are living and working in interesting times. An election billed by both major political parties as “crucial to saving democracy” has everyone on edge. Add to that the attempted assassination of one presidential candidate and the withdrawal from the race by the other, and people are bound to bring their anxiety, anger and passion into the workplace.
But despite the turmoil, employers still need to get their work done. Here are some tips on focusing employees on the tasks at hand even as they manage election-year anxiety—or argue about politics.
Talk up your EAP.
If you have one, now is a good time to remind all employees about your Employee Assistance Program, the services it offers and how to access it. Ask your EAP provider if they have any specific recommendations for helping workers experiencing election-related stress, anxiety or depression. Perhaps they can share general advice for managing stress.
Review your workplace civility rules.
You probably already have rules banning inappropriate workplace behavior. Review and share them with employees. Make your expectations clear as to what constitutes acceptable and off-limits workplace behavior. Consider sending an all-staff email or Slack message acknowledging tension in the run-up to Election Day, Nov. 5. State that you realize employees on either end of the political spectrum may disagree, but that your organization’s core values of respect and courtesy require employees to treat co-workers in a civil manner.
Revisit violence-prevention plans.
As uncomfortable as it may feel to consider the possibility of workplace violence, chaotic times increase that risk. Review your workplace safety and violence-prevention plan. If you don’t have one, we can help! Employers nationwide can benefit from following California’s lead now that a new law requires Golden State employers to develop such a plan.
Encourage employees to use paid leave to relieve stress.
Right now, your employees may benefit from a little time off. A 2023 survey by the Pew Research Center found that only 48% of American workers use all their vacation days. Remind employees to schedule some rest and recreation or just a day off to spend with family and friends.
Final note: Some states like California have laws that grant limited job protection for employees who are punished or fired for engaging in political activity, especially if it takes place outside work. But none of those laws prevent employers from punishing workers who harass others based on their political beliefs.