Some companies may have already done this made plans to keep calm and centralized office during this election cycle. But now that the results are in, workplaces across America may be grappling with a different phenomenon – employees who are affected by it devastated by the results. The tenor of this election was particularly painful for many Americans, and given his rhetoric and track record on certain issues, people are worried about the next few years. Trump has said he wants it use the military for A massive deportation of immigrants press and set up Internment camp along the US border with Mexico. He has spoken openly about taking care of him perceived enemies. And he before too Appointment of conservative justices to the Supreme Court who voted for it Overturn Roe v. Wadewhich had enshrined the national law abortion.
“Before this election, the country was almost half divided. “So that means half the people in our workplaces today are very angry,” says Jennifer Dulski, CEO of Rising Team, a workplace software company Assets. “People are upset, but it would have happened either way. So the key for employers is to ask themselves, “How do I deal with this?”
Here’s something Business leaderThere are things HR managers, bosses and anyone in charge in the workplace can do to take care of their employees this week and beyond.
Give your employees flexibility or time off when they need it
A little less than half of the country will be upset about the results of this election, so it’s important to give something to employees increased flexibility or time off work if they need it. Jeanne Branthover, managing partner at DHR Global, an executive consulting firm, shares Assets giving workers a bit of leeway should be leaders’ top priority this week.
“[Leaders need to] “We really need to recognize that there are really unstable emotions at play and give them the flexibility that they need,” she says. “Take the day off, regroup, re-energize – whatever you need is the most important thing. Also, give them the flexibility to work remotely or not work at times.”
Allow workers to log in remotely is also a piece of the puzzle when it comes to employee mental health. Angela Kimball, national director of advocacy and public policy at the National Alliance on Mental Illness, shares Assets that managers should trust employees and their ability to self-regulate at home.
“Just recognize that other people find some comfort in walking their dog, petting their cat, or taking a nature walk,” she says. “These little things are really about helping ourselves get through the day.”
Or help your employees reduce their workload
Another practical approach to supporting employees is to limit unnecessary meetings or non-essential deadlines during times of high stress, explains Stuart Sidle, dean of the School of Social and Behavioral Sciences at Mercy University Assets. These meetings can also have the unintended effect increase tensions even further.
“Unnecessary meetings can lead to unproductive comments about the election,” Sidle says. “And it can create a non-inclusive environment.”
Instead, he says, business leaders should focus on high-priority tasks and give employees a break when it comes to non-urgent issues.
Remind employees what mental health services are available
If you haven’t already, this week is a good time to refresh your employees’ memories on what concerns them Mental health benefits Are ready for useand where to turn for immediate help, says Maria Trapenasso, director of human capital solutions at NFP, a corporate benefits company Assets.
“Give them the phone number again, give them the link again and send great emails. Give them the information they need to manage this situation because I can assure you that many employees don’t even know that they have access to counselors or can speak to a nurse if needed.”
The worst thing you can do, she stresses, is to pretend the election didn’t happen and that employees know how to get help themselves. “Actually address it and be proactive,” she says.
Be calm, but not callous
It is important that employees feel comfortable psychologically safe at work.
For bosses this can mean remain publicly neutralsays Leena Rinne, global head of coaching at Skillsoft, a learning management software maker Assets. “Your boss can impact your mental health just as much as anyone else in your life, including your partner,” Rinne says.
It also looks bad when managers or others in power think about their own “joys or worries,” says Christy Pruitt-Haynes, director of the talent and performance practice at the Neuroleadership Institute Assets. “This is not the time as an organization to say, ‘We’re all happy about this because maybe we’ll have lower corporate taxes or something like that,'” she says.
But bosses shouldn’t shy away from being human and showing empathy toward employees who are feeling depressed. Mindi Cox, CPO of OC Tannera workplace software company, says Assets She sent out a message earlier this week telling employees that the company recognized this was a stressful time.
“We want to acknowledge that and simply tell you that it’s okay to feel the way you feel,” Cox describes the email. “We have resources for you and those you love. If you feel like you need additional support, you can find the right resources here.”
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