The American Psychiatric Association’s 2024 annual mental health poll showed 73% of responding U.S. adults reported feeling anxious about the U.S. election. 

Political change can indeed bring uncertainty about the present and the future. Having strong opinions and emotions leading up to and after an election is very natural. The closer we get to election day, the more it’s on people’s minds and will naturally come up in work interactions. 

People leaders have the responsibility of fostering psychologically healthy work environments. A component of this is acknowledging the emotions employees may be navigating, sustain our expectations of a respectful and inclusive work environment, and share helpful resources. 

Best practices and recommendations for people leaders about election anxiety are outlined below. Please note, if someone behaves inappropriately at or during work, it is important that you interrupt, address, and/or report this behavior. Help is available to guide you. 

Approaches to Consider

1. Review the university’s Voting Time Guidelines and share them with employees. 
2. Avoid scheduling meetings and deadlines to occur on election day and the day after, to the degree possible. 
3. Lead by example. Demonstrate respectful and civil communication in your interactions. 
4. Acknowledge that it is normal to experience a range of heightened emotions during an election. When doing so, avoid well-intended statements such as, “Everything will be fine,” as it diminishes lived experience, perspectives, and feelings. 
5. Establish boundaries. Staff are more likely to adhere to boundaries that are created by establishing them through a collective agreement. For instance, the team might agree to limit election-related discussion to lunch/break time only.
6. Refer to Cornell’s Skills for Success, College/Unit Values, and Shared Goals. Inclusion and Communication are two important university Staff Skills for Success.  Shared goals or values, peer support, and/or projects that emphasize teamwork can also help to shift the focus from what divides us to common ground.
7. Set the expectation of respect and inclusion. Emphasize the importance of creating an inclusive workplace where all employees feel valued and respected, regardless of their political views. Encourage respectful communication and discourage divisive or inflammatory words or actions. Conversation should be treated as an opportunity to understand each other better, not change each other’s minds. If the conversation starts to become tense or argumentative, remind individuals of the Cornell Skills for Success, your expectation of respectful interactions, and redirect to the work at hand.  
8. Touch base regularly with team members. Regular check-ins have become increasingly important as many workers have a hybrid or fully remote schedule. 
9. Take breaks and time away from work. When employees and colleagues witness their leaders caring for themselves, they often feel increased safety and inspiration to do the same. 
10. Notice and respond to signs of distress. Look for signs of increased stress or anxiety among employees. Regularly remind employees about the resources they have available to them for support during this time and how to access them.

What are some reactions I may notice in others, or experience myself? 

• Shock, panic, fear, confusion, anger
• Fatigue, difficulty sleeping, restless, changes in appetite, increased substance use
• Head/stomach aches, muscle tension
• Decreased productivity or focus, changes in communication patterns

Mental Health Resources:

• The Cornell Faculty and Staff Assistance Program (FSAP) provides individual, confidential, and free counseling services to benefits-eligible employees, spouses/partners, retirees, and postdocs. Call 607-255-2673 or email fsap@cornell.edu. Consultations with managers who are concerned about an employee or a workplace situation are also available.
• eni Confidential Counseling Services provides free 24/7 counseling services to benefits eligible employees as well. Call 1-800-327-2255.
• Cornell Community Response Team – 255-1111, communityresponseteam@cornell.edu – provides trauma-informed mobile crisis care to those located on Ithaca’s campus. 
• Cornell students have access to Cornell Counseling and Psychological Services (CAPS) range of services. 

Additional Cornell resources

• Cornell Intergroup Dialogue Project
  • Cultivating Democratic Education and Dialogue
  • An Introduction to Community Agreements
  • Strategies for Implementing Community Agreements in Meetings & Groups
  • Using LARA (Listen, Affirm, Respond, Add information) 
• Cornell Center for Teaching Excellence – Teaching During the U.S. Election
• Cornell Wellness – 255-5133, wellness@cornell.edu – Provides fitness, nutrition, and general health and wellbeing programs and services. 
• Office of the University Ombuds – 255-4321, ombuds@cornell.edu - a confidential, independent, informal, and impartial resource available to employees to help address conflicts, concerns, or other issues impacting work or life. 

Articles for People Leaders:

• Polarizing Politics: How Leaders Can Protect and Support Psychological Safety at the Workplace (Spring Health)
• The Election is Really Stressing Out Your Employees; Here’s how you can help (Fast Company) 

Articles for Everyone: 

• The Impact of Election Stress: Is political anxiety harming your health? (American Psychological Association) 
• Election Stress: Tips to Manage Anxious Feelings About Politics (The Jed Foundation)
• American Adults Express Increasing Anxiousness in Annual Poll; Stress and Sleep are Key Factors Impacting Mental Health (American Psychiatric Association) 
• 7 Tips for Talking about Politics with Kids (Greater Good Berkeley)