Some companies may have already made plans for how to keep a calm and centered office during this election cycle. But now that the results are in, workplaces across America may be dealing with a different phenomenon—employees who are devastated by the results. The tenor of this election has been particularly painful to many Americans, and people are anxious about the next few years considering his rhetoric and track record on certain issues. Trump has said he wants to use the military for a massive immigrant deportation push, and set up detention camps along the U.S. border with Mexico. He has talked openly about going after his perceived enemies. And he also previously appointed conservative Supreme Court justices who voted to overturn Roe v. Wade, which had enshrined the national right to abortion. “Going into this election, the country was divided almost 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, tells Fortune. “People are upset, but it would have happened either way. And so the key for employers is to think, ‘How do I navigate this?’”Here’s what business leaders, people managers, bosses, and anyone in charge of a workplace can do to look out for their employees this week and beyond. Give workers flexibility or time off if they need itA little less than half the country will be upset about the results of this election, so it’s important to give employees increased flexibility or time off work if they need it. Jeanne Branthover, managing partner at DHR Global, a leadership consulting company, tells Fortune that giving workers a bit of leeway should be leaders’ main priority this week. “[Leaders need to] really recognize that there’s truly non-stable emotions going on, and to give them the flexibility they need,” she says. “Take the day off, regroup, recharge, whatever they need is number one. Also, give them the flexibility to work remotely or to maybe not work.”Allowing 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, tells Fortune that leaders should put their faith in employees and their ability to self-regulate at home. “Just acknowledge that other people get some solace from walking their dog, petting their cat, taking a walk in nature,” she says. “Those small things are really about helping ourselves get through the day.”Or help employees lighten their workloadsAnother practical approach to helping workers is to limit unnecessary meetings or non-essential deadlines during high-stress periods, Stuart Sidle, dean of the School of Social and Behavioral Sciences at Mercy University, tells Fortune. Those meetings can also have the unintended effect of ratcheting up tensions even further. “Unnecessary meetings can lead to unproductive venting about the election,” says Sidle. “And it can create a non-inclusive environment.”Instead, he says, company leaders should focus on high-priority tasks and give workers a break when it comes to non-pressing issues. Remind staffers what mental health services are availableIf you haven’t already, this week is a good time to jog employees’ memories about what mental health benefits are available for use, and who to contact for immediate help, Maria Trapenasso, head of human capital solutions at NFP, a corporate benefits company, tells Fortune.“Give them the phone number again, give them the link again, send out blast emails. Give them the information that they need to cope with this because I can assure you that a lot of employees don’t even know that they have access to counselors or the ability to speak to a nurse if needed.”The worst thing you can do, she stresses, is pretend the election didn’t happen and that employees know how to get help on their own. “Actually address it and be proactive,” she says. Be calm but not unfeelingIt’s important that employees feel psychologically safe at work. For bosses, that can mean staying publicly neutral, Leena Rinne, global head of coaching at Skillsoft, which makes learning management software, tells 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 look for managers or other people in power to dwell on their own “joys or sorrows,” Christy Pruitt-Haynes, head of talent and performance practice at the Neuroleadership Institute, tells Fortune. “This is not a time to come in and say, as an organization, ‘We’re all thrilled about this because maybe we’ll have lower corporate taxes or things like that,” she says. But bosses shouldn’t shy away from being human and showing empathy to workers who are feeling down. Mindi Cox, CPO of O.C. Tanner, a workplace software company, tells Fortune she sent out a message earlier this week telling employees the company recognized that this was a stressful time. “We want to recognize that, and we want to just tell you it’s okay to feel however you’re feeling,” Cox says, describing the email. “We have resources for you and for those that you love, if you feel like you need some additional support, here’s what’s in place.”A newsletter for the boldest, brightest leaders: CEO Daily is your weekday morning dossier on the news, trends, and chatter business leaders need to know. Sign up here.
