HR’s Role Navigating a Politically Charged Environment
The first 100 days of President Trump’s second term have been a rapid succession of executive orders profoundly impacting workplace policies and placing HR professionals at the epicenter of organizational change. This tornado of policy shifts has redefined compliance landscapes and stirred significant emotional responses among employees, challenging HR leaders to balance legal obligations with the development and elevation of employee resources and support.
The Emotional Toll on HR Professionals
HR leaders are grappling with the dual pressures of ensuring compliance with new regulations and addressing employees’ emotional wellbeing. The recession of long-standing affirmative action requirements for federal contractors and the increased scrutiny of diversity, equity, and inclusion (DEI) programs have introduced a sense of instability. This environment demands that HR professionals interpret and implement complex legal directives and manage the emotional undercurrents within their organizations.
The emotional labor involved in this balancing act is significant, leading to increased burnout and job dissatisfaction among HR personnel. The politicization of DEI work has further complicated the responsibilities of HR professionals, requiring them to navigate complex stakeholder dynamics and address heightened employee anxieties. This environment necessitates a high degree of emotional intelligence and resilience from HR teams.
Employee Feelings and Workplace Dynamics
Employees are experiencing a spectrum of emotions, from confusion to anxiety, as they navigate the implications of these policy changes. The heightened political polarization has saturated the workplace, leading to increased instances of incivility and reduced morale. For some employees, there is a real fear of how a reduction of DEI programs will impact their future careers. For others, new immigration rules and actions are heavy on their minds, even when they are not directly impacted.
According to SHRM’s Civility Index, organizations are facing substantial productivity losses due to workplace incivility, underscoring the need for HR to proactively address these challenges. These changes have disrupted workplace dynamics, eroded psychological safety, and intensified stress among marginalized groups.
Cost of living, turbulent stock markets, and rising mass layoffs also have employees on edge. This is particularly true for your older workforce, who increasingly see themselves as disposable as the white-collar recession increases. They are watching their safety net plummet.
HR Strategies to Help Leaders and Employees
Transparent Communication Internal communication is always the first step to a healthy organization. It fosters trust and proactively stops employees from making up their own stories. Now is the time to ramp this up. Communications professionals live for this stuff; bring them in now! You may not have all of the answers, and that is OK. Acknowledge what you are aware of and let the employees know you are reviewing the next steps.
Empathy Lead with empathy and support. You are likely to have just as many employees who are cheering for these changes. However, don’t ignore those who are terrified, whether you think it’s justified or not. The dismantling of DEI programs has led to a palpable sense of betrayal among employees who once felt supported by these initiatives. Additionally, stricter immigration policies have introduced a climate of fear and uncertainty among immigrant employees. Reports indicate that tech companies are advising employees on visas to avoid international travel due to concerns over re-entry denials. Be aware that the media is full of negative stories that are shaping the views of your employees.
Mental Health Ensure your employees are aware of the mental health support systems you have in place. Depending on the size of your organization, you may not be able to take this on alone and support each employee. Host safe listening sessions, take notes, and follow up, letting employees know what you heard and what steps you are taking, if any. If you have onsite wellness coaching, leverage their expertise. COR coaches are often seen as an unbiased, safe space for employees. We work on behalf of HR teams and our members to ensure everyone’s best interests are met.
Legal Prep Partner with your legal friends and be prepared to navigate some of these complexities. Your employees will need you to help them navigate the new DEI and immigration policies. For your benefit, in times of fear, sometimes rational thinking and logic go out the window. No matter how well prepared you are or how well you think you have handled a situation, things can go sideways.
We Will Get Through This
The good news is, with every change, there is an opportunity to make things better. The flurry of policy changes and executive orders from the current administration has placed HR professionals in a pivotal role. You are required to navigate complex legal landscapes while addressing the emotional wellbeing of employees. By adopting empathetic leadership and proactive strategies, HR can help organizations adapt to these changes and maintain a resilient and inclusive workplace culture. It may be time to bring in some onsite or virtual support. COR Wellness offers a host of employee wellness options that go above and beyond steps and weight loss. SHRM also offers a comprehensive guide on the first 100 days of the Trump administration: HR’s Guide to the First 100 Days of the Trump Administration.