Political and social issues are increasingly spilling over into the workplace. While many companies prefer the approach of ‘no politics at work,’ this isn’t always practical or helpful. Employees don’t leave their emotions at the door, and political tensions can impact their wellbeing and productivity. Avoiding these conversations can lead to frustration, disengagement, and even retention issues.
Leaders play a crucial role in supporting employees during these high-stress periods. By fostering open communication, practicing emotional intelligence, and addressing employee wellbeing, companies can build a strong, empathetic culture that retains top talent and maintains high engagement.
Below are five actionable steps for performing wellness checks and offering support during times of political or social tension.
Start at the Top: Lead by Example
Leadership must model vulnerability and empathy if they expect employees to do the same. Countless studies have shown that employees are more likely to remain engaged and productive when they feel supported by leadership. However, wellness checks won’t be effective if there is no trust between leadership and employees—a comfort level that starts at the top.
Prioritize Face-to-Face Communication
Make in-person communication or video calls the norm. Wellness check-ins require a human connection that can’t be achieved through email or messaging. While it takes an investment of time, talking live versus chatting or emailing is what sets great leaders apart. This means calling with feedback instead of sending a message, turning off notifications during a one-on-one and making eye contact, and focusing on not only what is being said, but body language, as well. If on a video call rather than in-person, turn off self-view and close other tabs to focus.
Ask Meaningful, Empathetic Questions
Employees are more likely to open up about personal struggles when the conversation feels genuine and empathetic. If wellness checks feel like a performance review or a shallow formality, employees will hold back. Leaders need to ensure they are asking the right questions, focused on the person behind the role. Start with open-ended, empathetic questions, like:
- How are you feeling about your workload right now?
- What’s your stress level like recently?
- How’s your family?
- Is there anything I can do to help support you?
Setting the precedent for honest conversations is key to building trust.
Tune Into Nonverbal Cues
Verbal communication is just one part of the conversation. Emotional distress is often communicated through body language and tone of voice. Leaders who focus solely on words may miss the bigger picture. Paying attention to nonverbal cues allows leaders to provide deeper support and help employees feel seen and understood.
Watch for signs of discomfort, such as avoiding eye contact or tense body language. An employee may say, “I’m fine,” but their crossed arms or shifting gaze may tell a different story. Leaders should let employees know that wellness check-ins are about support, not performance evaluations, and offer them multiple avenues for seeking help—whether it’s through HR, another leader, or anonymous support channels.
Integrate Support Across Teams
Wellness check-ins shouldn’t be the sole responsibility of direct managers. By building a support system that spans multiple levels of leadership, including HR and other team leaders, employees can feel more connected to the broader company culture. Having multiple touchpoints for support can help employees feel seen, heard and supported.
How companies address employee wellbeing during times of political and social tension will have long-term implications for culture, retention and engagement. Leaders who prioritize mental health and open communication today will build the resilient, people-first cultures that thrive in the future.
If you’re looking to add empathetic leaders who can navigate challenging times and support employee wellbeing, connect with LaSalle Network today. We’ll help you build a strong, resilient team that thrives.
