As we approach the final stretch of this election season, Americans are feeling deep uncertainty and anxiety. The country remains highly polarized, and it is nearly certain that the winner of this election will be decided by a razor-thin margin.
According to a July 2024 survey by the Weber Shandwick Collective of over 1,000 adults, most Americans fear this election will turn violent, and many worry it will undermine democracy and the rule of law. It’s no surprise then that 77% of Americans report this election as a significant source of stress in their lives.
Where does that leave you – the workplace leader, the manager? Here are three ways you can help your teams navigate this week and beyond:
Encourage Voting
While most customers and employees want their workplaces to remain politically neutral, both groups strongly support time off for voting. According to research published by the Harvard Kennedy School, workplaces that encourage democratic participation strengthen business performance during volatile times. Companies from Blue Cross Blue Shield of Minnesota to Target have found that encouraging voting builds trust across stakeholders.
This is increasingly becoming a matter of national policy. Nearly 28 states have already passed legislation ensuring time-off for voting, and over 2,000 companies offered their people time off on Election Day. With long lines expected in many states, this support becomes particularly crucial. Sharing resources to help employees locate their polling places.
Stay Civil
As leaders, your reactions and responses will be mirrored by your teams. Consider, then, the power of civility. The workplace remains one of the few places where we’re still incentivized to be civil. Just about every other domain — from social media to family life — can feel ripe for demonizing attacks and caustic rhetoric.
But the workplace stands as perhaps the last stronghold where people across political persuasions must work together. What does it mean to demonstrate civility? It means building a culture of inclusivity, and a language of tolerance (likely a different tone that you you might be hearing or watching from candidates and news outlets).
This can be notably difficult. As Michael Blake, a three-term State Assembly Member from New York, shared with us last week: “whether you’re an elected official or a business leader, you don’t just lead some, you lead all. You have to create an environment for success for all.”
Model Acceptance
For many, this election broaches existential questions over identity, human rights, safety and security. Others may feel numbness and burnout from the cycle. Accept that everyone will have their own experience of what this election means — not just this week, but in the weeks and months to come.
The gift that a manager or leader can give their team is that of acceptance. If you’ve encouraged your team to vote and modeled civility, then the final reminder is this: remember that 47% of the country, and therefore some fraction of your team, will feel dread the morning after the election.
Instead of fighting or avoiding or shaming people on your team, build a culture of acceptance. After all, these colleagues signed up to be part of the same mission and solve the same problems as you. As the week unfolds, remind people of all political persuasions and interests that they belong on your team. Google discovered that creating a culture of belonging was the single biggest predictor of success and performance.
The Weeks & Months Ahead
If 2020 offers a case study, then it’s fair to say that the next few weeks to months will be messy. But it’s during this time of division and anxiety that workplaces have a unique opportunity to set a different example.
By encouraging their teams to vote, staying civil, and practicing acceptance, leaders can foster resilience in themselves and their teams. Those who take these steps, however imperfectly, give their organizations a chance not only to survive this time but to thrive in it.