Human resource professionals are first responders in the workplace. During times of national stress, they (along with coaches and clinicians) become essential sources of support for employees navigating a shifting world.
As 2025 unfolds, we’re seeing escalating tensions- from culture wars to non-stop news updates and media cycles. Employees don’t leave these issues at the door; they bring their stress, fears and frustrations into the workplace. HR and management are being asked to stay neutral, empathetic and effective-all while managing an emotionally taxed workforce.
The following are some things to consider when it comes to workplace mental health.
How Political Stress Can Impact Work:
Why This Time Is So Charged:
What HR Can Do:
Self-Care for HR and Management
As someone who has assisted HR teams, managers and union leaders for years, I’ve seen the impact of a proactive and compassionate approach. Leaders who prioritize mental wellness help build resilient and healthier workplaces. This kind of leadership matters now more than ever.
Kay Gimmestad, LCSW-C is a business coach and clinician in New York City with 20 years of experience working in the profit and not for profit sectors of Human Resources, Health and Human Services. She has built a reputation for being highly skilled in facilitating behavior change while working with employees, both individually and in groups, on matters relating to performance management, substance abuse, crisis intervention, and stress/wellness.
As 2025 unfolds, we’re seeing escalating tensions- from culture wars to non-stop news updates and media cycles. Employees don’t leave these issues at the door; they bring their stress, fears and frustrations into the workplace. HR and management are being asked to stay neutral, empathetic and effective-all while managing an emotionally taxed workforce.
The following are some things to consider when it comes to workplace mental health.
How Political Stress Can Impact Work:
- Increased irritability, absenteeism and decreased productivity
- Tension or conflict between coworkers
- Heightened sensitivity
- More sick calls or requests for time off.
- Scrolling the news instead of working
Why This Time Is So Charged:
- 24/7 news cycles and the constant buzz of social media.
- Heightened fears around safety, identity and rights
- Lingering burnout from Covid
- Eroding of trust in government and corporate leadership
What HR Can Do:
- Normalize stress and mental health challenges in the company
- Remind employees of EAP services and how to access them
- Review and promote employee benefits- medical, mental health, gym discounts etc.
- Encourage stepping away from the computer: take walks instead of scrolling the news at lunch
- Create intentional spaces for employees to be heard
- Set expectations for limiting media during business hours
Self-Care for HR and Management
- Take small breaks-stretch; move and breathe
- Build in daily check-ins. A former employer of mine held a 10-15-minute check-in every day, to gauge team morale, workflow, and to provide support
- Encourage connection; formally or informally. It helps to create a sense of belonging and importance.
As someone who has assisted HR teams, managers and union leaders for years, I’ve seen the impact of a proactive and compassionate approach. Leaders who prioritize mental wellness help build resilient and healthier workplaces. This kind of leadership matters now more than ever.
Kay Gimmestad, LCSW-C is a business coach and clinician in New York City with 20 years of experience working in the profit and not for profit sectors of Human Resources, Health and Human Services. She has built a reputation for being highly skilled in facilitating behavior change while working with employees, both individually and in groups, on matters relating to performance management, substance abuse, crisis intervention, and stress/wellness.
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