3 Ways to Manage Post-Election Stress at Work and Home This Holiday Season

by Nov 27, 2024

Elections are more than debates and opinions—they’re emotional whirlwinds that don’t end when the polls close. This year, presidential election stress is breaking records, with reported levels higher than in both 2020 and 2016.

And the fallout lingers. A University of Nevada study found that moderate to severe anxiety and depression can persist for up to three months after an election.

And, it’s the holidays. Trust & Will found that nearly 40% of families admit to open disagreements during this season. With politics topping the list, 34% say it’s the leading source of conflict.

Alll of this anxiety shows up as tension, division, and conflict at work, leaving HR to pick up the pieces. 

As the “fixer,” you’re expected to calm the storm, but you’re not immune to the stress either. Navigating clashes, disengagement, and heightened sensitivity is exhausting. And all the while, you’re left wondering: How do you maintain peace and preserve a culture of inclusivity and respect in the midst of it all?

Here are some tips for weathering the storm in the workplace (*and at home):

 

Steps to Manage Post-Election Stress

 

Set Clear Guidelines for Civil Communication

Create a framework for respectful dialogue that aligns with your company’s values. Outline expectations for respectful behavior—both in-person and online. Provide resources like communication training or conflict resolution workshops to help employees approach difficult conversations respectfully so you can reinforce your organization’s commitment to collaboration and mutual respect.

*Set guidelines at family gatherings too. Let people know you’re not interested in discussing politics if it’s going to create stress.

 

Provide Resources for Managing Stress

Election stress doesn’t just disappear—it needs an outlet. Partner with your Employee Assistance Program (EAP) to offer confidential counseling services or host mental health workshops that teach practical stress management techniques. Providing employees with tools like mindfulness exercises, time management strategies, or meditation apps demonstrates that your organization prioritizes their well-being during difficult times.

*Manage your stress through holiday gatherings by taking a breather if you need. Talk a walk, or leave the party early if stress is creeping up. Life is stressful enough without talking politics with Uncle Harry.

 

Train Managers to Spot and Address Tensions

Your leadership team plays a critical role in identifying and defusing workplace tension. Equip them with tools, such as sample scripts, to address emotional outbursts with empathy and professionalism. For instance, if an employee becomes visibly upset during a discussion, a manager might say, “I can see this topic is really important to you. Let’s take a moment to step back, and I’d like to hear more about your perspective in a constructive way.” (*You can use this in political discussions at the holiday table too.)

Training managers to de-escalate situations, maintain a respectful tone, and refocus conversations builds trust and diffuses conflict before it escalates. 

Take this one step further by enrolling them in our Manager Evolution Lab, where they can gain interpersonal tools to lead effectively and create a workplace culture where everyone feels valued and respected. This isn’t just another leadership training—it’s a hands-on cohort program where managers learn, grow, and get coached to:

  • Confidently manage tricky situations (so you don’t have to).
  • Build teams where respect, collaboration, and positivity thrive.
  • Shift from reactive problem-solving to proactive culture building.

*Hey, maybe Uncle Harry is interested in the Lab too. Haha.

 

HR, You Don’t Have to Navigate This Alone

You’re not just responsible for putting out fires—you’re a driver of culture, engagement, and organizational success. And we know that’s a heavy weight to carry, especially during turbulent times.

Let’s work together to transform post-election stress into a catalyst for positive culture change. With the right tools and strategies, your workplace can emerge stronger, more cohesive, and more resilient than ever before. 

Civility is the platform for organizational success—it is absolutely necessary for an organization to reach its goals. Download our Ebook on Seeking Civility to learn more on how to create a workplace free of bullying and abusive conduct.

 

About Catherine Mattice

Catherine Mattice, MA, SPHR, SHRM-SCP is President of consulting and training firm, Civility Partners, and has been successfully providing programs in workplace bullying and building positive workplaces since 2007. Her clients include Fortune 500’s, the military, several universities and hospitals, government agencies, small businesses and nonprofits. She has published in a variety of trade magazines and has appeared several times on NPR, FOX, NBC, and ABC as an expert, as well as in USA Today, Inc Magazine, Huffington Post, Entrepreneur Magazine, and more. Catherine is Past-President of the Association for Talent Development (ATD), San Diego Chapter and teaches at National University. In his book foreword, Ken Blanchard called her book, BACK OFF! Your Kick-Ass Guide to Ending Bullying at Work, “the most comprehensive and valuable handbook on the topic.” She recently released a second book entitled, SEEKING CIVILITY: How Leaders, Managers and HR Can Create a Workplace Free of Bullying.

Celebrate the Season Without Dividing Your Team: Inclusive Holiday Tips

The holiday season may be billed as the most wonderful time of the year, but it’s often a minefield of conflicts waiting to happen. Holidays are deeply personal, sparking joy and nostalgia for some while leaving others feeling excluded or stressed. With 44% of...

3 Ways to Manage Post-Election Stress at Work and Home This Holiday Season

Elections are more than debates and opinions—they’re emotional whirlwinds that don’t end when the polls close. This year, presidential election stress is breaking records, with reported levels higher than in both 2020 and 2016. And the fallout lingers. A University of...

Post-Election Chaos: 3 Ways to Keep Psychological Safety Intact

According to a survey by the American Psychological Association, nearly 70% of Americans view political discourse as a significant source of stress, and workplaces are no exception. In fact, SHRM reports that political and social tensions have driven workplace...

Your CEO thinks HR is operational, not strategic?

Do these comments resonate with you?  Owners don’t understand that we’re not just paperwork. HR is a punching bag expected to resolve everyone’s mess. There’s no HR budget, no support, and a team of 2 for 300+ employees. Even after a workforce survey, leadership still...

Free Webinar: Unlock Your Managers’ Leadership Potential

Being good at your job doesn’t make you good at managing people. You know this.  You also know the outcome when an individual contributor moves to a manager role without receiving the right training – a struggling team, unclear expectations, conflict, disengaged...

5 Tools for Pitching Culture Change to Leadership

You already know that a strong culture leads to engaged employees, lower turnover, and a healthier bottom line, but convincing leadership? That’s a different story. It's exhausting pushing for changes that are dismissed as “soft skills” or shot down because they don't...

Why leadership’s ‘Hands-Off’ approach to culture is costing you more than you think

Picture this: you’re actively working to foster a positive workplace culture, but managers and leaders are adopting a 'hands-off' approach. At first, it seems harmless, even convenient—but beneath the surface, it's quietly wreaking havoc. Top talent? They're slipping...

Elections and Leadership: 3 Ways Your Reaction Can Impact Your Team

Election season tends to bring division and tension, and it’s hard to avoid. Even if you’ve reminded your team to steer clear of political conversations at work, it’s likely that the topic will still pop up here and there. The truth is, having employees with different...

You Have It All Wrong: 4 Ways Employers Can Successfully Influence Well-Being

Did you know that the World Health Organization (WHO) classified burnout as an occupational phenomenon? In other words, while leaders and HR tend to classify burnout as a personal failing, as evidenced in the way they tackle it with offerings of gym memberships and...

5 Tips You Haven’t Seen for Engaging Hybrid And Remote Workers

According to Forbes, one in five workers is working remotely and 98% of workers want to work remotely at least some of the time. Yet, despite the flexibility that hybrid and remote work offer, engagement is a major challenge. In fact, the 2023 State of Remote Work...