How to lead a more caring and effective workplace, especially in turbulent times
During this pivotal moment in both U.S. and global political history, the upcoming presidential election will undoubtedly impact our daily lives, workplaces, and businesses. This isn't just a political event—this is a watershed moment that has implications for generations to come.
In recent years, the world and the workplace have become more divided, with an increasing "us vs. them" mindset becoming more prevalent. In this highly politicized climate, leaders must consider whether their teams have the skills and preparation to prioritize employee wellbeing.
Of course, people work better when they have the resources and support to activate self-care, restorative rest and recovery. Unfortunately, there’s no such thing as choosing stability during a hotly contested presidential election.
Researchers have confirmed the likelihood of “a decline in job performance after an election, due to employees who [may] experience strain and distraction.”
As a business leader, you can’t shield your employees from divisive politics, however, you can reduce the impact of that strain and distraction on employees by making your workplace psychologically safe. That starts by empowering HR/people teams to sustain and expand existing well-being resources. Yet, to make your organization’s commitment to employee wellness clear, you must also lead from the front.
Active listening and empathic leadership are two proven methods to help keep organizations on course during trying times.
What Is Active Listening?
Active listening is a style of communication that emphasizes internalizing and understanding the message of the speaker. As interpersonal communication expert Debra Roberts explains: “When you practice active listening, you pay attention to the complete message and seek to fully understand what the other person is communicating. You listen to the words the other person uses but also pay attention to their body language and tone of voice.”
Active listening means that when another person is talking, you are not thinking about how you should respond or unpacking your own emotional responses. Those impulses are valid, but they should wait until you have fully heard what the other person has to say.
Active listening allows leaders to better understand different perspectives, defuse heated conversations, and model the behavior of inclusion, each of which are critical components for promoting employee well-being.
Here are a few tips to help you promote active listening in your workplace during election season:
- Build your active listening skills by practicing reflective listening: Listen to what the other person has to say, then respond by reflecting their thoughts as you understand them. This gives the other person the chance to correct any oversights in their expression or your understanding before they grow into larger issues.
- Connect with the leaders of your DEIB Council and communities of inclusion, such as employee resource groups and affinity groups, to express your interest in hearing their concerns and being an active ally.
- Create more opportunities to listen to employees. Consider building three-minute “wellness checks” into 1:1 meeting agendas with direct reports.
- Find ways to check in on employees who may not be as comfortable expressing their concerns directly. Pulse surveys can help capture real-time feedback on employee well-being without feeling intrusive.
What Is Empathic Leadership?
As culture-building expert Mikaela Kirner asserted during the last election season: “You simply have to put people first right now, given what they're going through. Leaders who can't connect, build relationships, and be genuinely supportive will lose people's commitment and engagement. They need to recognize that each individual's situation is different and meet people where they are.”
During periods of transition and turmoil, demonstrating empathy is essential for promoting employee well-being. It’s also an investment in the future of your business; these times of uncertainty and anxiety will pass (or at least change), and employees who remember the support you lent them will be more loyal and better positioned to spring back.
So, what can you do to be a more empathic leader during election season? Here are four helpful approaches:
- Be curious: Think and ask about the unique challenges this moment may present for your workforce.
- Show up: Demonstrate genuine concern for your employees when external events arise that may be triggering. A quick check-in via email, text, or call can go a long way.
- Keep it real: Employees do not expect leaders to have all the answers all the time. What they do expect is honesty and transparency—provide it.
- Be adaptive: This election season is shaping up to be like no other. Prepare for the reality that your team may need to develop in-the-moment solutions to fortify employee well-being and quickly rise to meet the next challenge.
Your Values, Your Plan
Employees want to feel proud of the place they work. That doesn’t mean speaking to all the same points they may personally hold or endorsing their preferred candidates. It simply means being consistent and caring. The same values that guide your internal interactions should inform your public approach to the uncertainty of election season.
In other words, sharing and holding to your company’s values has never been more necessary. But you don’t have to do it all on your own. If you’d like help in shaping your election season readiness plan, Highwire has the knowledge and tools to help leaders stay informed and deliver the right message for the moment. Contact us today to learn more.