Moving Forward Together

By Mary Lynn Fayoumi, CAE, SPHR, SHRM-SCP, President & CEO
Published November 5, 2024

Today is a big day for this nation. While U.S. presidential elections are always important, the months leading up to this one have been more intense than ever before. A complex combination of political, economic, global, social, and regulatory issues – covered by the media 24/7 – has contributed to the deep divide between red and blue supporters. Many Americans are exhausted and fearful about what the future holds if their candidate does not win. 

Employers have taken various stances in the leadup to the election. Some have encouraged employees to vote and even offered extra time off or transportation to ensure everyone can cast their ballot. Others have shared information about the candidates with their team members and discussed the impact of each party’s positions on their organization or industry. (Note that beginning January 1, 2025, Illinois employers will be prohibited from requiring employee attendance at meetings for which the purpose is to communicate the employer’s religious or political views.) On the other extreme, there is a sub-group of employers who have discouraged conversations regarding politics or the election out of concern for disagreements or even violence occurring between coworkers.

Regardless of the actions your organization took, or policies adopted pre-election, this day has come and so will tomorrow and the days after. There will be employees who are devastated, heartbroken, anxious, and incensed about the outcome. Of course, there will also be those who are elated, relieved, enthusiastic, and optimistic when their candidate is elected to hold our country’s highest office. 

Organizations should be prepared to support employees on both sides of the political aisle and not expect that things will just get back to normal in the weeks to come. Some people will likely need extra grace and understanding as they adjust to the election’s outcome. Although there are employees who will voice their concerns and ask for exactly what they want (e.g., PTO, additional remote workdays, etc.), some may need an understanding leader, manager, or coworker to lend a listening ear and suggest ways to get the assistance they want. Organizational leaders and HR professionals should be ready to offer resources and guidance to those seeking it. If you have an Employee Assistance Program, this would be an ideal time to make sure your employees know how to make contact.

HR Source will be here, as always, as your invaluable ally to help navigate your way through the election’s aftermath. Together, we will move forward and adapt, no matter which party is in power for the next four years. Being kind, respectful, non-judgmental, and patient, especially with those who don’t share our views, will make the days and years ahead less stressful and more productive. Each and every American can make a difference, and I’m hopeful that we will rise above politics and work collectively to improve our beloved nation.