Perhaps no topic is more polarizing than politics, which may be why 77 percent of U.S. employees would prefer not to talk politics at work. But with this election season already taking a toll on some employees’ mental health, company leaders may have no choice but to address the elephant in the room head-on. 

According to the American Psychiatric Association’s annual mental health survey, 73 percent of Americans are anxious about the U.S. presidential election. The promise—or threat—of a new president and the uncertainty surrounding the outcome conjures a range of emotions from hope and excitement to frustration and fear. This kind of anxiety can negatively impact employee performance.

Companies have an opportunity, a duty even, to help employees manage election-related stress. But they must walk a careful line in their communication, ensuring messaging is neutral yet inclusive, straightforward yet compassionate. It’s a tough line to walk–but my team at Spring Health has set out to make it easier. We’ve developed an Election Stress Support Guide to provide organizations with mental health strategies for the 2024 election season. They’re the same strategies we deploy internally to support all levels of our organization, based on lessons we have learned managing employees’ reactions to other high-stress world events, from the pandemic to racial unrest to the Israel-Hamas war.

Here are some of the best practices we will be following and suggesting to other company leaders this election season. 

• Provide managers with as much guidance as possible

Acknowledge the essential role of front-line managers and how hungry they are for guidance on navigating political discussions. Even the most talented leaders can struggle to navigate discussions with employees whose viewpoints are different from their own. Coach managers to operate from a place of neutrality, demonstrating tolerance and respect for all political views.

Importantly, help managers recognize when a situation calls for “being” versus “doing.” High-performing leaders often feel compelled to act – to solve a problem, or to debate and persuade. Sometimes, though, a manager’s job is just to listen. To honor moments of silence. To empathize, validate, reflect, and direct individuals to mental health resources, as needed. Election-related stress is one of those moments.

• Talk about the election, without picking a side

Be vocal about your commitment to supporting employee mental health amid the stress of the election. But avoid taking a political stance, unless politics directly tie into your company mission. 

I have learned never to make assumptions about a workforce’s or an individual’s political or personal beliefs.  Pledge any allegiance and you will ostracize the employees, customers, and prospective customers who don’t agree with your view–which may be a larger group than you think. 

• Proactively provide support and resources  

Proactively check in with your team, remind employees they are not alone, and encourage people to invest in self-care. 

Mental health benefits are for naught if no one uses them. Promote available resources and recirculate guidelines for accessing them. Consider creating election-specific resources, ranging from logistics on how and where to vote, to healthy ways to manage election-related stress.

• Accept these fundamental truths

Help employees understand what is in their control and what is not. For instance: you cannot single-handedly decide the outcome of the election, but you can exercise the power of your vote and your voice.

Despite what we see on social media, multiple truths exist. While a two-party political system often lends itself to binary thinking and right vs. wrong rhetoric, most–if not all–issues are fraught with nuance and shades of gray. Encourage your workforce to accept this reality, which can lead to more compassionate conversations.  

Striking the right tone in corporate communication and coaching managers to stay neutral as they discuss topics they may feel passionately about is inordinately challenging. But business leaders cannot shy away from these discussions. 

Acknowledging stress without taking a political stance and honoring differences of opinion are essential to caring for employees this election season. This is a significant opportunity to make a difference in employees’ mental and physical wellbeing by fostering an environment of psychological safety. And supporting employees in this emotional time will build trust and strengthen relationships so you can continue to do good work regardless of what happens this November.