Navigating Election Communications

Buckle up, we’re three weeks away from the election.

Elections, especially presidential ones, have become pretty polarizing. The atmosphere of heightened emotions—ranging from relief to disappointment, from hope to anxiety—creates unique challenges for leaders like us who are committed to helping our organizations thrive. As a leader, it's important to address the political climate carefully, provide support for our teams, and keep our organizations aligned toward our long-term goals. 

I feel exhausted by all the campaign ads and find myself being a little anxious for the elections to be behind us.  My heart hurts over the angry comments I see.  I have a political perspective, but I do my best to keep it to myself.  As a leader I can’t lose sight of the fact that my number one priority is to protect the organization I lead. I want all sides of the political spectrum to support my organization, so I don’t talk about how I’m going to vote.  I simply want everyone eligible to vote to exercise their civic responsibility.

This week I read an amazing article “A Guide to Employee Comms in an Election Year” by Axios HQ which started about five years ago in a newsroom.  I’ve written before on their “smart brevity” style of communication.  Their internal messages are about 40 percent shorter than other companies and super simple. Here are a few things I learned.

1. Acknowledge the Emotional Impact on Employees

One of the biggest tasks for leaders is to help our teams process their emotions and move forward, regardless of the political outcome. This starts by recognizing that people will be affected in different ways. Patagonia took this approach during the last election by speaking out on specific issues—such as public land protection—while also encouraging unity through the importance of voting, no matter the outcome. By acknowledging the broader social and political landscape while emphasizing the importance of shared values, Patagonia demonstrated that leaders can both take a stand and foster inclusivity.

JPMorganChase provided another thoughtful example of how to handle varied emotions. After the 2020 presidential election, officials acknowledged the differences in how employees might be feeling, from joy to fear, and emphasized the need for the company to stay focused on its mission of supporting customers and communities. This is a great example of a company reaffirming its purpose and ensuring that employees feel supported, even during times of uncertainty.

2. Unify Around Common Goals

No matter the political outcome, a leader’s role is to refocus the team on the company’s core mission. Apple leaned into this approach after the last election, highlighting the importance of diversity, inclusion, and shared values. Leaders reminded employees of their collective goals and why they joined Apple in the first place. By doing this, Apple reinforced a unifying message that transcends politics.

In uncertain times, leaders can use this moment to refocus employees on what truly matters to the organization. The political climate may change, but your company’s values and long-term vision remain the same. This provides stability and purpose, helping employees move beyond the immediate turbulence of the election season.

3. Be Transparent About What You Know (and Don’t Know)

Another key lesson from leading companies is the power of transparency. While you may not have all the answers post-election, sharing what you know and what your organization is doing to prepare for possible outcomes is crucial. Axios points to a simple but effective communication strategy: acknowledging uncertainty while providing clarity about what resources are available to support employees in the interim.

For example, after the 2020 election, many companies acknowledged that the future of certain policies—such as healthcare—was uncertain. However, they clearly laid out the steps they were taking to monitor developments and prepared employees by sharing available resources like mental health support, employee assistance programs, and financial help. This approach reassures employees that while not everything is predictable, the organization has their backs.

• Never Lie.
• Share information as quickly as possible.
• If you mess up, fess up.
• Don’t quit communicating.
• Don’t assume you’ll get it right the first time. 
• Listen, analyze, and adapt as necessary.

4. Provide Access to Resources and Support

We all know election season can be stressful. Offering access to resources demonstrates that leadership cares about the holistic well-being of employees.

Set your expectations that this isn’t going to be easy. The key is not to shy away from the emotions or uncertainty but to address them head-on with compassion and clarity, while keeping the team focused on the organization’s long-term vision.