No crystal ball here: How to handle the unknown in election season

Let me set the scene for you: I’m sitting at my kitchen table the night before Halloween. There are huge bags of candy next to me that I’m preparing to hand out in 24 hours. The television is on in the living room, and I can hear political pundits talking about an election that is happening next week.

And I’m working on a CUInsight article that will be published roughly two weeks after Election Day. It’s eerie to me that I’m writing about the future as if it’s so far away. But a lot is going to happen between today (October 30^th) and mid-November (when this article goes live).

I went back and forth in my head about even including the word “election” in the title of the article because I know how polarizing the subject can be. I worried that people would immediately turn the page or click on something else. Hopefully, you’ve made it this far into the article. If you have, please know that this is NOT about the election. My goal is not to sway you on your decision. That ballot has been cast. As I write this, I am unsure what the outcome will be. That’s not the point. The point is your workplace and the people in it will be impacted (no matter the outcome).

I am not here to use this platform as a means of promoting some political ideology. I’m here because I care deeply about workplace cultures and I know that regardless of the outcome of November 5, there will be significant influences on your organizational culture, morale, and daily interactions. It is important that we understand the potential impact of a divisive election and work to create workplaces that are safe and welcoming to all.

Things feel more polarized today than I ever recall. Employees are people, and people will bring their political beliefs into discussions and interactions with others. Sometimes these human interactions create conflict. You know who else is human? The members of your credit union! They, too, may bring their personal beliefs into interactions with your members, and sometimes these interactions can be negatively charged. The old saying, “the customer/member is always right” can diminish humanity in your staff. There is no reason that a teller or assistant branch manager should feel obligated to subject themselves to toxic member behavior.

If you have yet to do this, consider drafting a Member Code of Conduct that is shared in your branches. As an organization, you can set a tone of tolerance, acceptance, and decorum by establishing a code of conduct that conveys your values to everyone. It also clearly illustrates the expectations you have for your members and those interacting with your staff.

Some people were overjoyed on November 6. Others were disappointed. It caused problems with how people engaged with one another. So, what are you putting in place to ensure that morale and engagement don’t take a dip? Organizations that prioritize open communication and support during this time can help employees process their feelings. Leadership plays a crucial role in maintaining morale, often needing to reaffirm the organization’s mission and values, irrespective of political outcomes. This may include values such as respecting different opinions and staying focused on shared vision and goals while at work.

As leaders, we must be aware that some of the policies proposed by candidates during their campaigns can lead to significant changes in workplace regulations and benefits. Issues such as healthcare, minimum wage, and labor rights are often central topics in campaigns. A change in administration can result in the introduction or repeal of laws affecting paid leave, health benefits, and employee protections. Employers must stay informed and adaptable, aligning policies with the evolving legal landscape post-election. Staying committed to open communication in the workplace, it is also important to engage with employees on how any shifts in policy may impact employees directly.

The impact of presidential elections on the workplace is profound and multifaceted. As credit unions navigate the aftermath of these elections, we must be cognizant of the emotional and practical implications for our employees. By fostering an inclusive environment, adapting to policy changes, and promoting open dialogue, credit unions can mitigate tensions and leverage the opportunity for growth and engagement. In an era where politics and work life are increasingly intertwined, understanding and responding to these dynamics will be essential for leaders aiming to cultivate resilient and cohesive teams.

So, what should you do next? Stay committed to creating an inclusive workplace culture, for everyone. This means making sure your team members—regardless of who they voted for—understand the contribution they can make in your organization and for your members’ lives. If you are unsure how to overcome division and find common ground, reach out:

At Humanidei, we are committed to doing this work daily. We love credit unions. We love what credit unions mean for our communities and fields of membership. And we love working with organizations just like yours to help you navigate these difficult conversations. While I wrote this article without knowing what would happen on November 5, I always knew what I wanted on November 6: Credit unions where people feel comfortable and confident that they can bring their authentic selves to a workplace focused on improving their members’ lives. Let me know how I can help.