Navigating Pre- and Post-Election Tensions in the Workplace, Part II: Providing Support to Staff During Periods of Change

Quick Hits

• Research shows that there can be a decline in job performance after an election, due to employees who experience strain and distraction. Employers can take several proactive steps to maintain productivity and a supportive work environment.
• Proactive measures include adjusting schedules, pointing employees to support resources, and promoting inclusion efforts.
• Employers can also bolster civil dialogue by showing respect, seeking understanding, and finding common ground.

Research shows there is often a decline in job performance after an election due to employees experiencing stress and distractions. Given the dynamics and divisiveness of the current election, this may be especially true. With increased focus on topics such as inflation, democracy, justice, economic instability, and public health protections and challenges, it is critical to recognize how this election cycle might affect employees’ well-being.

Recognizing that some employees may feel deeply invested in the elections is an important step. Their responses can vary widely, ranging from happiness, disappointment, or anxiety. Employers may want to prepare for these emotions and be ready to provide support when challenges arise.

Here are some proactive measures employers may want to consider implementing to assist employees following an election:

• Adjustable Schedules. Modifying schedules allows for flexibility and independent work immediately following an election.
• Support Resources. Support resources such as employee assistance programs (EAP) are often overlooked benefits for anyone who might need help.
• Deadline Flexibility. Anticipating potential absences and being willing to adjust deadlines and tasks accordingly to accommodate any disruptions can help maintain normal work productivity.
• Diversity and Inclusion Efforts. Employers may want to work together with diversity, equity, and inclusion (DEI) leaders to organize support sessions or group conversations tailored to address employees’ concerns.
• Empathy and Active Listening. Showing empathy and actively listening when interacting with employees, and acknowledging their feelings, can help create a supportive work environment.

Promoting Civil Dialogue

• Showing Respect. Highlight valuing opinions and prompt team members to have respectful discussions.
• Seeking Understanding. Promote being curious about the viewpoints of others without trying to change minds.
• Finding Common Ground. Focus on shared beliefs fostering understanding and respect.
• Taking a Moment. Suggest taking a breath during talks promoting mindfulness and thoughtful communication.

By addressing challenges and promoting a culture of respect and empathy, employers can guide employees through any post-election tensions with resilience and professionalism. Monitoring the political climate allows employers to be prepared to offer flexibility to employees to help alleviate stress and anxiety and allow them to manage their personal concerns and remain focused on their work. This could also help to demonstrate the employers’ commitment to supporting their workforces during turbulent times and help to foster a more resilient and supportive workplace culture.

This is part two of a two-part blog series on workplace issues surrounding the upcoming elections. Part one, “Navigating Pre- and Post-Election Tensions in the Workplace, Part I: A Guide for Employers,” offers practical procedures that employers can implement before and after an election to foster environments of open dialogue and avoid workplace political tensions.

Ogletree Deakins will continue to monitor developments and will provide updates on the Employee Engagement, Employment Law, and Diversity, Equity, and Inclusion blogs as additional information becomes available.

Jimmy F. Robinson, Jr., is the office managing shareholder of the Richmond office of Ogletree Deakins.

Alicia Roberts Johnson is counsel in the Richmond office of Ogletree Deakins.

Christopher L. Holloway is a law clerk in the Richmond office of Ogletree Deakins.

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