the Americans were riveted by a presidential election this week that captivated their time and attention for several months. Race it was expected to be a tight onebut Donald Trump won quickly Kamala Harris to win a the second non-consecutive executive term.

Some companies may already have he made plans to keep his cool and central office during this election cycle. But now that the results are in, America’s workplaces may be dealing with a different phenomenon—employees who are devastated by the results. The tenor of these elections was particularly painful for many Americans, and people are worried about the next few years, given his rhetoric and his track record on certain issues. Trump said he wanted to use the army for a mass deportation of immigrants push and configure detention camps along the US border with Mexico. He spoke openly about his future perceived enemies. And he and previously appoint conservative Supreme Court justices who voted overturn Roe v. Wadewhich had enshrined the national right to abortion.

“In this election, the country was split almost 50-50. So that means half the people in our workplaces are very angry today.” Jennifer Dulski, CEO of Rising Team, a workplace software company, says Wealth. “People are upset, but it would have happened anyway. And so the key for employers is to think, ‘How can I navigate this?'”

Here’s what business leaderspeople managers, bosses and anyone in charge of a workplace can do to take care of their employees this week and beyond.

Give employees flexibility or time off if they need it

Just under half of the country will be upset by the results of this election, so it’s important to give employees increased flexibility or leave if they need it. Jeanne Branthover, managing partner at DHR Global, a leadership consulting company, says wealth that giving workers a little freedom should be the leaders’ top priority this week.

“(Leaders have to) really recognize that there are really volatile emotions and give them the flexibility they need,” she says. “Take a day off, regroup, recharge, whatever they need is number one. It also gives them the flexibility to work remotely or not.”

It allows workers to log in remotely it’s also a piece of the puzzle when it comes to employee mental health. Angela Kimball, national director of advocacy and public policy at the National Alliance on Mental Illness, says wealth that leaders should put their faith in employees and their ability to self-regulate at home.

“Just recognize that other people are comforting themselves when they’re walking their dog, petting their cat, taking a nature walk,” she says. “Those little things are really about getting us through the day.”

Or help employees lighten their workload

Another practical approach to helping workers is to limit unnecessary meetings or nonessential deadlines during high-stress times, says Stuart Sidle, dean of Mercy University’s School of Social and Behavioral Sciences. wealth. Those meetings can also have the unintended effect of raising tensions even further.

“Unnecessary meetings can lead to unproductive revelations about choices,” says Sidle. “And it can create a non-inclusive environment.”

Instead, he says, company leaders should focus on high-priority tasks and give workers a break when it comes to non-pressing issues.

Remind employees what mental health services are available

If you haven’t already, this week is a good time to remind your employees about what mental health benefits i am available for useand who to contact for immediate help, says Maria Trapenasso, head of human capital solutions at NFP, a corporate benefits company. Wealth.

“Give them the phone number again, give them the link again, send them blast emails. Give them the information they need to deal with this, because I’m sure many employees don’t even know they have access to counselors or the ability to talk to a nurse if they need to.”

The worst thing you can do, she points out, is pretend the election didn’t happen and that employees know how to get help on their own. “Actually address the problem and be proactive,” she says.

Be calm, but not callous

It is important for employees to feel psychologically safe at work.

For bosses, that can mean remaining neutral from a public point of viewsays Leena Rinne, global head of coaching at Skillsoft, which makes learning management software wealth. “Your leader can influence your mental health as much as anyone in your life, including your partner,” says Rinne.

It’s also a bad look for managers or other people in power to dwell on their own “joys or woes,” says Christy Pruitt-Haynes, head of the talent and performance practice at the Neuroleadership Institute. Wealth. “This is not the time to come in and say, as an organization, ‘We’re all excited about this because maybe we’ll have lower corporate taxes or things like that,'” she says.

But bosses shouldn’t shy away from being human and showing empathy to workers who feel let down. Mindi Cox, CPO of OC Tannera workplace software company, says wealth she sent a message earlier this week, telling employees that the company recognized that this was a stressful time.

“We want to acknowledge this and let you know that it’s okay to feel the way you feel,” Cox says, describing the email. “We have resources for you and the ones you love, if you feel you need extra support, here it is.”

This story was originally presented on Fortune.com