Navigating Uncertainty: How Leaders Can Foster Psychological Safety During Election Season

As we approach an election that feels particularly high-stakes, many are feeling the tension in their everyday lives, and this anxiety doesn’t stop at the workplace door. Employees may feel the weight of what’s happening outside the office—facing divisive rhetoric, anxiety about future outcomes, and a looming sense of uncertainty. For many, it’s not just about political outcomes; it’s a deeply personal issue, influencing how safe, seen, and supported they feel in and outside of work.

For leaders, this election season presents an essential opportunity: now is the time to be intentional about creating a workplace where employees feel psychologically safe, supported, and valued. Employees may be coming to work with heightened stress or feeling disconnected. In these moments, leaders have a unique role in setting the tone and creating a safe harbor amid the storm.

Here are five ways leaders can create an environment that offers employees the psychological safety they need right now:

1. Foster Open and Respectful Dialogue

It’s natural for employees to feel tense during times of uncertainty, and they may need to express their feelings. Encourage open, respectful conversations about current events—but establish clear boundaries that foster respect. Setting ground rules around conversations can allow employees to express their views without fearing judgment or confrontation. This openness helps employees feel that their perspectives are valued and respected, no matter what’s happening in the world.

Tip: Regularly reinforce your organization’s commitment to inclusion and respect, providing team members with resources or guidelines for engaging in constructive dialogue.

2. Check in Regularly and Listen Actively

One of the simplest yet most effective ways to promote psychological safety is to be present and attentive. Make it a priority to check in with your team members on a regular basis, not just about work tasks, but about how they’re feeling. A genuine check-in goes beyond a simple “How’s it going?”—it shows that you care about their well-being.

Tip: Ask open-ended questions and listen actively to employees’ concerns. Small acts like acknowledging their worries can go a long way in helping them feel supported and safe.

3. Reinforce a Culture of Empathy and Support

A workplace rooted in empathy is one where employees feel understood and valued. Encourage leaders and team members alike to show empathy and patience with one another. Stress and anxiety can affect productivity and focus, so it’s important to create a culture where employees feel it’s okay to express vulnerability.

Tip: Model empathy yourself by openly acknowledging the unique challenges of this time and showing that it’s okay to ask for help. When employees see you practicing empathy, they’re more likely to do the same.

4. Encourage Flexibility

Uncertain times can take a toll on employees’ mental health, and a rigid work structure may only exacerbate their stress. Offering flexibility where possible allows employees to manage their time in ways that support their well-being. This could be as simple as offering a flexible start or end time, allowing employees to step away when needed, or even providing more options for remote work.

Tip: Assess your team’s workload and, where feasible, adjust deadlines or allow flexible working arrangements to relieve stress and give employees space to manage personal concerns.

5. Provide Access to Resources for Mental Health and Well-Being

This is a period when many employees may benefit from additional resources or support. As a leader, you can play a critical role in normalizing mental health resources and making employees aware of what’s available to them. Share resources for mental health support, offer information about stress management, and encourage employees to take advantage of these options.

Tip: If your organization offers an Employee Assistance Program (EAP), remind employees about it and other wellness initiatives, making it clear that mental health is a priority. A supportive workplace environment encourages employees to seek help without fear of stigma.

Leading with Psychological Safety at the Forefront

As we navigate this season of uncertainty, fostering psychological safety isn’t just a matter of boosting productivity; it’s about protecting and caring for our people. When employees feel safe, supported, and valued, they are better equipped to manage stress, remain engaged, and focus on what matters most—both personally and professionally.

If you’re looking to strengthen your leadership approach during this time, I invite you to explore "Navigating Psychological Safety During Uncertain Times," a focused 1:1 coaching program designed to equip leaders with practical tools and strategies to create psychologically safe environments in times of uncertainty. Through three targeted sessions, this program will provide you with the support you need to lead confidently, empathetically, and effectively, regardless of the election outcome.

Secure your spot or learn more about the program by reaching out today . Let’s navigate this season of uncertainty together and ensure that your leadership makes a positive difference for those you lead.

Resource Guide: Supporting Your Team Through Election Uncertainty

Equip yourself with practical strategies to navigate team dynamics and provide essential support during times of uncertainty. This resource guide offers scripts, templates, and actionable steps to foster a psychologically safe workplace, where your team feels valued and supported, even when external events create internal stress. Perfect for leaders at all levels, this guide is a quick and effective way to ensure you’re ready to address the unknown with empathy and confidence.

Download your copy today.

Sacha Thompson is the founder of The Equity Equation, LLC, a boutique diversity coaching and inclusive culture consulting firm. With more than 20 years of experience within the education, non-profit, and tech industries, Sacha’s work involves removing barriers or providing support to achieve equity. She helps executives and leaders have meaningful dialogue and coaches them on the necessary, long-term changes that develop institutional cultures of inclusion. She was most recently featured in Newsweek, Business Insider, and MSNBC’s The Cross Connection.