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How employers can help workers’ mental health this election week
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How employers can help workers’ mental health this election week

Some companies may already have makes plans to keep calm and a centered office during this election cycle. But now that the results are in, workplaces across America may be facing a different phenomenon: employees who are devastated by the results. The content of this election was particularly painful for many Americans, and people are worried about the next few years given his rhetoric and his track record on certain issues. Trump said he wanted use the army to A mass expulsion of immigrants push and configure detention camps along the US border with Mexico. He spoke openly about attacking his perceived enemies. And he also before appointed conservative judges to the Supreme Court who voted for overturn Roe v. Wadewho had devoted national law to abortion.

“Before these elections, the country was divided 50-50. So that means half of the people in our workplaces are very upset today. Jennifer Dulski, CEO of Rising Team, a workplace software company, shares Fortune. “People are upset, but this would have happened anyway. So the key for employers is to ask themselves: “How do I navigate this?” »

Here’s what business leadersPeople managers, bosses and anyone responsible for a workplace can do to take care of their employees this week and beyond.

Give workers flexibility or time off if they need it

A little less than half of the country will be upset by the results of these elections. It is therefore important to give employees increased flexibility or take time off work if they need to. Jeanne Branthover, managing partner at DHR Global, a leadership consulting firm, shares Fortune which gives workers a little margin should be the top priority for leaders this week.

“(Leaders need to) really recognize that there are truly unstable emotions and give them the flexibility that they need,” she says. “Taking a day off, regrouping, recharging, whatever they need is the priority. Also give them the option to work remotely or not work.

Allow workers connect 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 Fortune that leaders 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, walking in nature,” she says. “These little things are really about helping us get through the day.”

Or help employees lighten their workload

Another practical approach to helping workers is to limit unnecessary meetings or nonessential deadlines during times of high stress, says Stuart Sidle, dean of the School of Social and Behavioral Sciences at Mercy University. Fortune. These meetings may also have the unintended effect of raise tensions even further.

“Unnecessary meetings can lead to unproductive discussions about the election,” Sidle says. “And that can create a non-inclusive environment.”

Instead, he says, business leaders should focus on high-priority tasks and give workers a break when it comes to non-urgent issues.

Remind staff what mental health services are available

If you haven’t already, this week is a good time to refresh employees’ memories on what mental health benefits are available for useand who to contact for immediate help, says Maria Trapenasso, head of human capital solutions at NFP, a corporate benefits company. Fortune.

“Give them the phone number again, give them the link again, send bombshell emails. Give them the information they need to deal with this situation, because I can assure you that many employees don’t even know that they have access to counselors or the ability to speak to a nurse in case of need.

The worst thing you can do, she points out, is pretend the election didn’t happen and that employees know how to get help on their own. “Resolve it and be proactive,” she says.

Be calm but not insensitive

It is important that employees feel psychologically safe at work.

For bosses, this can mean remain publicly neutralsays Leena Rinne, global head of coaching at Skillsoft, which makes learning management software. Fortune. “Your leader can influence your mental health as much as anyone in your life, including your partner,” says Rinne.

It’s also a bad idea for managers or others in power to dwell on their own “joys or sorrows,” says Christy Pruitt-Haynes, talent and performance practice manager at the Neuroleadership Institute. Fortune. “This is not the time to say, as an organization, ‘We’re all excited about this because maybe we’ll get a corporate tax cut or things like that,'” she says. .

But bosses shouldn’t hesitate to show humanity and empathy to workers who are feeling down. Mindi Cox, CPO of OC Tanneura workplace software company, says Fortune she sent a message earlier this week telling employees that the company recognized it was a stressful time.

“We want to acknowledge that and we just want to tell you that you can feel what you feel,” Cox said, describing the email. “We have resources for you and those you love. If you feel like you need additional support, here’s what’s in place.”

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