In 2020, we compiled some tips for managers and leaders to get their teams through the election season. Will 2024 out-do the chaos of 2020? Hopefully not. But, we’re sharing these tips again because—for better or worse—they still hold true (even if your work isn’t directly related to electoral politics):
1. Ground in purpose.
With so much going on, it’s critical to drill down on your organization’s purpose and focus on your priorities. Some questions to ask early on:
- What are the ways the election could impact my team (personally or professionally)? Should our priorities adjust to account for these impacts? If so, how?
- What do we really need to accomplish in the next few months? What can we drop or defer?
If you believe that your team will be greatly impacted by the election, you might need to let go of plans that would normally take precedence (yes, you might need to put off performance evaluations!).
2. Create some space.
(Consider assigning this to your election planning team—below.) When stakes feel high and everything is moving at a fast clip, sometimes people just need time and space to breathe. Where can you offer more flexibility and spaciousness? If you’re having trouble coming up with ideas, here are two examples:
- At TMC, managers sometimes carve out time in team meetings to allow staff to handle whatever is stressing them out the most—whether that’s training prep, responding to a client, finishing timesheets, or even folding laundry!
- In 2020, one of our clients sent this lovely email to their staff, setting the expectation for staff to ask for what they needed, and setting aside some optional space the day after election day for staff to come together and process.
If you’re a senior leader: think through relevant personnel policies with an eye towards flexibility and equity. Will you give time off for staff to volunteer, vote (you might be legally required to!), or engage in nonpartisan (if you’re a 501(c)(3)) protest? If so, will it be on a case-by-case basis, or will you create an org-wide policy? If you’re giving time off for protest, consult with your lawyer to understand risks and mitigations.
You can also consider adding planned office closures to the calendar over the next few months or repurposing already-scheduled staff time, especially if your organization is in the thick of election work. Moments of organizational pause (even a half day here and there) ensure that everyone takes a minimum amount of time to rest, recover, and reset.
3. Assemble an election planning/response team.
If 2020 was any example, we can’t count on election day to be the “finish line.” For many managers, election day will feel like just another mile marker in a race of unknowable length (10k? Marathon?!) as ballots are counted, sectors reassemble, and masses mobilize. Whether it’s your leadership team, a new working group, or an individual staff person (maybe it’s you!), make it someone’s job to answer this question: given everything going on in the world, what can we do to set our team up for success in the coming weeks? Our Scenario-Planning tools can help!
This team (or person) should consider possible election outcomes and prepare for the potential impacts on your school or organization, your team, and your communities. After election day, it may need to function like a rapid response team, helping your organization navigate and make decisions as new developments arise.
4. Check in (so they don’t check out).
Many, if not most, people experience uncertainty, divisiveness, and urgency during election seasons. We also all experience the stakes and effects of each election differently. While some people may cope by throwing themselves into work, others might become overwhelmed, unfocused, or just plain checked out. Acknowledge what’s happening, hear how your people are doing, and inject purpose, empowerment, and support in your next check-in. Here’s one way to approach it.
5. Plan for connection and communication in the immediate aftermath.
After any major event, the leadership response within the first 24-48 hours sets the tone for moving forward, and elections are no different. Consider scheduling a post-Election Day debrief so people can connect and process.
Use these questions to think through how you’ll communicate with your team:
- What will it be like for staff to show up to work the day(s) after election day?
- How will you ground yourself and hold space for the myriad feelings and reactions on your team?
- How will you equip your team to serve your community and stakeholders?
- How will you handle internal communication with your team about your purpose, plans, and policies?
We’d love to hear from you! What are the biggest questions you have about how to lead your team through this election season? What are your favorite election-related resources? Join our TMC Community Slack to get added to the #election-season Slack channel, and let us know.