Creating psychological safety during stressful times

As politics continue to dominate the news cycle, nearly two-thirds of Americans say media coverage of political news has left them stressed and anxious in addition to fatigued and sleep-deprived.  Psychologists and mental health professionals have also reported increased news-related stress.  Political anxiety—the stress, worry and fear people are experiencing in response to the constant barrage of news and political events—is impacting individual wellbeing. In addition to exacerbating existing mental health challenges and leading to burnout and social isolation, it’s also negatively impacting workplace productivity and morale.

Signs of political anxiety to watch out for in your workplace:

• Constant talk about current events and how worrisome they are
• Physical symptoms such as fatigue, headaches and stomach-aches
• Withdrawal from team interactions, collaborations and conversations

However, supporting employee mental health leading up to elections has become significantly more challenging in recent years. Divisive election cycles and a lack of trust in news sources have left employees feeling stressed and anxious and employers uncertain of how best to support all their employees across the political spectrum.

Protecting the psychological safety of your employees

Employee's political views are their own and vary widely. And even as business leaders strive to ensure a psychologically safe environment for all employees regardless of their views, they also have their own political opinions to contend with. So, how can leaders ensure all employees feel valued and heard and keep interpersonal conflicts to a minimum? Here are four ways employers can support teams dealing with political anxiety and prioritise psychological safety for their teams.

1. Check in regularly with your team.

Regular check-ins can help gauge how your team is feeling and provide a platform for them to express concerns. When leaders actively listen to employees and address their concerns regularly, they're more likely to feel safe discussing challenges and asking for help when needed.

2. Shift the focus

When you start to notice conversations becoming overly tense, whether via email, video call, chat or in-person, shift the topic of conversation. Bring the focus back to work or another topic that's less likely to cause conflict, like people's weekend plans. If someone engages in aggressive or offensive behaviour, speak to your human resources team about how best to follow up.

3. Model responding calmly and thoughtfully.

Reactions can be heightened in stressful times. Aim to respond to feedback and challenges with a measured approach. Pause and take a few breaths to process before reacting and consider seeking a second opinion to ensure sensitivity. By modelling calmness for your team, you set a tone of rationality and show that it's okay to take a step back in moments of pressure.

4. Remind your employees where to access support.

Remind your team where they can access your organisation's resources and who can support them in navigating care pathways. Familiarise yourself with how accessing support works at your organisation, and if you notice a gap in resources, speak with your Human Resources team about adding additional support. Recognise that political anxiety affects mental health but that not everyone struggling with it will want to access therapy or mental health services provided through their health insurance. Make sure that these individuals have access to support, too.

By prioritising psychological safety and addressing political anxiety, leaders can cultivate an environment where team members feel secure and empowered, even in stressful times. Together, we can navigate stress with understanding and creativity, ensuring everyone feels valued and heard.