CNN
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Whether you’re happy or depressed that Donald Trump won the 2024 presidential election, chances are you’re working with some colleagues who feel the exact opposite — or, inexplicably for some, just don’t care.
After such a controversial, divisive race, employers are aware that many employees may have strong responses that could affect work.
Some potential negative effects worry them, according to workplace experts and an analysis by global public relations agency Burson. They include: Loss of productivity. Hostility and instability among employees. And for some, mental health issues, especially if an employee feels harassed, fired or discriminated against for their political views.
Everything with this election is amplified, said Christy Pruitt-Haynes, a distinguished faculty member at the NeuroLeadership Institute. “People feel much more personally attacked by the other side – there will be hard lines in people’s minds. Some will come excited and some will come close to tears.”
If there is a positive, it is that the election result is not being contested, as many had assumed, which would have prolonged the uncertainty.
“Knowing can be easier. With a clear winner, we know what we’re dealing with,” she said.
Pruitt-Haynes expects many employers will be lenient if employees have to take some time to digest the result.
“Some are giving employees the option to work from home — even those with strict RTO policies — saying, ‘If you need to work from home for the next couple of days or weeks, do it.’ And, she added, “A. a lot of companies are assuming it’s going to be difficult and are (doing things like) moving deadlines whenever possible.”
Michael McAfee, CEO of PolicyLink, a think tank dedicated to advancing racial and economic equality for all Americans regardless of political party, said he expects those coming to the job to be professional and remain committed to the group’s mission. . But he’s also letting his staff know “if they have to take time off, they can take time off.” And he encourages them to use employee benefits that can help “get back in the right frame of mind to do our jobs. … Because after the election there will still be nearly 100 million people struggling to make ends meet.”
Employers could see some lost productivity over the next week, just as it was after Trump’s shock victory in 2016, Johnny Taylor, head of the human resources management association SHRM, said on a media call held a week before the election.
But long-term, he said, productivity could still be a concern if company leaders don’t take seriously their role in modeling workplace behavior and setting limits on what won’t be tolerated if employees disagree with colleagues on political issues. .
In his survey of private sector employers and employees, Burson found that 38% of C-suite executives said they “are aware of cases where employees in their organization have experienced mistreatment in their workplace related to views politics or the upcoming elections”.
Research by SHRM, which has created a set of civility resources for employers, found that it takes 31 minutes when an employee is assaulted or harassed to “get back in the game.” Think about the (productivity) cost to employers,” Taylor said.
This is especially the case if you are talking about a small business with 10 or fewer employees.
And, Taylor noted, employers should be concerned about the mental health of employees when they feel harassed or ostracized, especially if they don’t feel they can quit their job and take another.
This feeling of being treated badly can take the form of a casual comment. “If I’m a loser supporter and you hear me on the phone devastated and worried about what’s to come, don’t make hurtful comments like, ‘Oh, you’re just overreacting.’ Everything will be fine,” Pruitt-Haynes said.
Or, she said, it can take the form of feeling left out of a promotion because the person you’re interviewing makes it clear they voted differently.
Love or hate the outcome of the election, having a strong response to it limits “our ability to think logically and strategically. And our ability to regulate our emotions is diminished,” Pruitt-Haynes said.
Which could make for some very ill-advised remarks in the office or in group chats if the election comes up.
That’s why managers and other leaders at work need to make a concerted effort to remind people, when the time is right, why they’re there.
“Keep it positive while acknowledging people’s feelings. Be very direct by saying, ‘We know some people are excited and others are scared and devastated. But we can all agree … that we as an organization will continue to move forward in the way we always have,’ she suggested.
Leaders must also control themselves. “Organizations should do their best to stay neutral — CEOs and C-suites and department heads should (leave) their personal opinion out of it,” Pruitt-Haynes said.
Also, promote what most people want when they come to work, said Ashley Herd, founder of ManagerMethod.
“What people want is calmness, stability and respect. … Let them know: ‘When you come to work, we have things in common. People want to be respected as individuals (and) to work together,’” Herd said.
The last thing anyone wants, she added, regardless of how they voted, is to worry that “someone is going to come and throw it in their face.”