Navigating Post-Election Tensions in the Workplace

Navigating Post-Election Tensions in the Workplace

By: Yeshim Harris (yeshimharris.com)

The recent US elections, as any other, are likely to bring not just political change but also heightened workplace stress. As employees grapple with differing viewpoints, anxieties about policy impacts, and potential societal shifts, it becomes crucial for workplaces to serve as environments of stability and understanding.

It is important for organisations to prepare themselves to firstly acknowledge and secondly be equipped to deal with these tensions. If left unaddressed, these can undermine workplace harmony and productivity.

Here is how to acknowledge, identify and act in managing workplace tensions effectively:

1. Acknowledge: Political Tensions and Their Impact

Political events, especially contentious elections, don’t just stay outside the office doors—they seep into the workplace, impacting employees’ emotional and mental well-being. Here’s why acknowledging this is critical:

Employees bring their whole selves to work, including personal beliefs and concerns. Ignoring this reality can lead to feelings of disconnection and frustration. Unaddressed tensions can manifest in decreased morale, increased absenteeism, and conflicts between colleagues.

2. Identify: How Political Tensions Create Workplace Stress

Understanding the specific triggers that political events introduce is the foundation for addressing them effectively. Key stressors include:

• Employees worrying about job security, industry changes, or the personal impact of policies related to healthcare, immigration, or climate.

• Political divisions leading to arguments, passive-aggressive behaviour, or workplace cliques.

• A lack of employer acknowledgement breeding frustration, leaving employees feeling unsupported.

3. Act: Building Resilience Against Political Tensions

While employers can’t control external events, they can foster a workplace culture that minimises political stress by focusing on shared goals and empathy.

• Cultivate Respect: Encourage unity through shared values.

• Foster Open Dialogue: Provide structured, neutral forums for discussions.

• Empower Leadership: Train managers to recognise and address stress sensitively.

• Practical Actions:

  o Use pulse surveys and feedback channels to understand employee concerns.

  o Host safe, nonpartisan listening sessions and maintain transparent communication.

  o Highlight available mental health resources, such as counselling or employee assistance programmes (EAPs).

Conclusion:
Political tensions are an inevitable part of life, but with foresight and intentional strategies, organisations can turn these challenges into opportunities for growth, empathy, and unity. By acknowledging stress, identifying its roots, and preparing for its potential impacts, companies can create a more resilient and supportive workplace for all employees.

Call to Action:
How is your organisation addressing political stress in the workplace? Share your experiences and insights in the comments. (contact@yeshimharris.com)