CNN
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Whether you’re pleased or disheartened that Donald Trump won the 2024 presidential election, chances are you work with some colleagues who feel the exact opposite—or, inexplicably for some, simply don’t care.

After such a contested, divisive race, employers are aware that many employees may have strong responses that could affect work.

Several potential side effects concern them, according to workplace experts and an analysis by global PR agency Burson. These include: Loss of productivity. Hostility and incivility between employees. And for some, mental health is a struggle, especially if an employee feels harassed, fired or discriminated against because of their political views.

Everything about this election was amplified, said Christy Pruitt-Haynes, a distinguished faculty member at the NeuroLeadership Institute. “People feel much more personally attacked by the other side – there will be hard lines in people’s minds. Some will come excited and others close to tears.”

If there is one positive, it is the result of the election not being contestedas many assumed, which would have prolonged the uncertainty.

“Knowing can be easier. With a clear winner, we know what we’re dealing with,” she said.

Pruitt-Haynes expects many employers to be lenient if employees have to take some time to digest the result.

“Some are giving employees the option to work from home — even those with strict RTO policies — saying, ‘If you have to work from home for the next couple of days or weeks, do it.’ And, she added, “A lot of companies assume it’s going to be difficult and (do things like) shift deadlines whenever possible.”

Michael McAfee, CEO of PolicyLink, a think tank dedicated to advancing racial and economic equity for all Americans, regardless of political party, said he expects those who come to work to be professional and remain committed to the group’s mission. But it also lets staff know “if they need to take time off, they can take time off.” And he encourages them to use employee benefits that can help “recover to get back in the right frame of mind to do our work. … Because after the election there will be almost 100 million people who will struggle to make ends meet.”

Employers could see some lost productivity in the coming week, just as they did after Trump’s shock victory in 2016, Johnny Taylor, head of the human resources management association SHRM, said on a press call a week before elections.

But in the long run, he said, productivity can still be a concern if company leaders don’t take seriously their role in modeling civility in the workplace and setting boundaries for what won’t be tolerated if employees aren’t agreement with peers on political issues.

In his survey of private sector employers and employees, Burson found that 38 percent of senior leaders said they “are aware of situations where employees in their organization have experienced mistreatment at work related to political views or upcoming elections “.

SHRM Research, which created a civility resource kit for employers, found that it takes 31 minutes when an employee is attacked or harassed to “get back into the game. Think about the cost (of productivity) to employers,” Taylor said.

This is especially the case if you are talking about a small business with 10 or fewer employees.

And, Taylor noted, employers should be concerned about the mental health of employees when they feel harassed or otherwise excluded, especially if they don’t feel like they can quit their job and get another.

That feeling of being treated badly can take the form of a casual comment. “If I’m a loser supporter and you hear me on the phone devastated and worried about what’s to come, don’t make hurtful comments like, ‘Oh, you’re just overreacting.’ Everything’s going to be fine,’” Pruitt-Haynes said.

Or, she said, it can take the form of an icy sensation from a promotion because the person you’re interviewing makes it clear they voted differently.

Love or hate the outcome of the election, having a strong response to it limits “our ability to think logically and strategically. And our ability to regulate our emotions goes down,” Pruitt-Haynes said.

Which can make some very bad remarks at the office or in group discussions if the election comes.

That’s why managers and other leaders in the workplace need to make a concerted effort to remind people, when the time is right, why they’re there.

“Keep it positive while acknowledging people’s feelings. Be very direct by saying, “We know some people are excited and others are scared and devastated. But we can all agree … that we as an organization will continue to move forward the way we always have,’” she suggested.

Leaders must also check themselves. “Organizations should do their best to remain neutral — CEOs and directors and department heads should (leave) their personal opinion out of it,” Pruitt-Haynes said.

You’re also promoting what most people want when they come to work, said Ashley Herd, founder of ManagerMethod.

“What people want is calm, stability and respect. … Tell them, “When you come to work, there are things we have in common. People want to be respected as individuals (and) to work together,’” Herd said.

The last thing anyone wants, she added, regardless of how they voted, is to worry “someone is going to come and throw it in their face.”