Five Ways Leaders Can Build Employee Trust and Engagement This Election Season

Written by Sue Garman
Executive Vice President, Workforce Engagement and Advocacy

Election seasons test more than our patience. They can also test workplace culture. Employees are navigating a constant stream of political advertising, news and social media commentary, alongside concerns about the economy, the direction of the country and how the outcome of the election might impact their organization and its work. Leaders can’t eliminate that uncertainty, and they shouldn’t tell employees how to feel. But they can influence what employees experience at work and whether they feel supported and connected to a shared purpose.

That makes election season an important moment for leaders to be intentional about how they communicate and how they show up. Here are five ways organizations can strengthen trust and employee engagement, during election season and beyond.

1. Decide in advance when your organization will speak
   In an emotionally charged environment, organizations can feel pressure to respond quickly to events outside the workplace. But speed without clarity can create confusion and reputational risk.
   
   Establishing a decision-making framework during times of relative quiet can help avoid unintended missteps during the next difficult moment. Identify who should be involved, what circumstances may warrant a response, which stakeholders could be affected and what questions leaders should answer before communicating. A framework won’t make every decision easy, but it can help ensure that an organization’s response – or decision not to comment – is thoughtful, consistent and aligned with its values.
   
   
2. Understand the difference between acknowledging and taking a position
   Employees do not always expect their employer to take a position. They may simply want leaders to recognize that a difficult or divisive moment is affecting people.
   
   An organization can acknowledge that employees may be distracted, concerned or unsettled without endorsing a candidate, party or political viewpoint. A message that reinforces respect, invites employees to use available support resources and reminds teams of shared workplace expectations and values can demonstrate care without turning the organization into a political commentator. This is also an opportunity to remind employees about policies around taking time off to vote or volunteer.
   
   
3. Prepare managers to lead through difficult conversations
   Managers are your frontline when it comes to employees and whether they feel supported, connected and engaged on the job. This makes ongoing leadership development programs essential. It also means supporting leaders at key inflection points with tools like FAQs, talking points and conversation starters so that they are providing consistent messages and feel prepared and confident when their teams need them the most. Managers shouldn’t be expected to have all the answers, but just listening to their employees goes a long way.
   
   
4. Be candid about potential business impacts
   Some election outcomes may have implications for an organization, its employees or the communities it serves. While the specifics might not be immediately known, acknowledging the situation and providing employees a realistic timeline of when they can expect an update builds trust and credibility and can help circumvent the rumor mill. The key, of course, is consistency and follow-through; keep to your timeline even if the update is simply that there is no firm update yet.
   
   
5. Give employees a constructive way to connect
   Consider creating an opportunity for employees to connect around a value that transcends politics. Whether through volunteer service, community involvement or another activity tied to your organization’s purpose, giving employees the space to work together in this way helps reinforce the values and relationships that connect them.
   
   At HudsonLake, we are focusing on volunteering during election week, with teams around the country spending time serving their communities. The point is not to distract people from the election, but to work together toward a common good and strengthen our connection in the process.
   
   

Election seasons come and go, but employees remember how leaders show up during challenging moments. The actions leaders take to communicate effectively, support their people and reinforce shared purpose will have a lasting impact.

For more insights on leadership, employee experience and organizational change management, connect with us.