During times of political and economic uncertainty — like we’re currently experiencing in the US — it’s common for businesses to put plans on hold. While this is understandable, delaying initiatives that support your workforce can leave employees vulnerable during an already stressful period.

Uncertainty impacts not just operations but people – and thus, productivity. And while you may not be able to control the wider environment, there are powerful, practical things you can do to support your workforce — even as core business plans are put on the back burner.

Here are five actionable ways employers can support the health and resilience of their employees during challenging times.

1. Communicate with Clarity and Compassion

When employees face uncertainty, they often experience a mix of emotions — anxiety, frustration, fear, or confusion — that can affect focus and workplace dynamics. 

The anxiety of political, social, or economic instability can also exacerbate preexisting mental health conditions, making work feel like one challenge too many.

Open, honest communication allows you to acknowledge and – more importantly – understand these feelings, helping create a sense of psychological safety. This encourages employees to share their concerns without fear of judgment and reduces tension within teams.

Furthermore, be mindful that communication isn’t restricted to words. Your actions speak volumes, so lead by example. Employees look to you for cues on how to respond during uncertain times. Demonstrating calmness, empathy, and resilience helps set a reassuring tone across the organization.

Tips for practical application:

• Make space for two-way communication. Listening to employee concerns is just as important as keeping them informed. 
• Set a regular cadence for updates, even if there’s no major news. Consistency builds trust.
  
  
• Use multiple channels — email, video messages, team meetings — to reach different preferences.
  
  
• Be transparent about what you know and don’t know; avoid over-promising.
  
  
• Encourage managers to check in one-on-one to create safe spaces for individual concerns. 
• Acknowledge emotions openly; it’s okay to say “we’re in this together.”

2. Prioritize Mental health Support

Uncertainty is a well-known driver of anxiety and burnout. Providing access to mental health resources — whether through an Employee Assistance Program, partnerships with wellbeing platforms, or simply by encouraging healthy work habits — can help your team manage the emotional impact.

Tips for practical application:

• Consider regular mental health “pulse checks,” or short anonymous surveys, to gauge how your people are feeling over time.
  
  
• Offer confidential counseling options such as Employee Assistance Programs or mental health apps.
  
  
• Promote mindfulness and stress management tools, like guided meditation or breathing exercises.
  
  
• Train managers to recognize signs of burnout or distress – and understand appropriate next steps to provide appropriate support.
  
  
• Encourage taking a limited number of mental health days without stigma.
  
  
• Regularly remind employees of existing wellness benefits, as these can easily be overlooked but provide valuable support during stressful times.
  
  
• Share resources regularly, such as webinars or articles on coping strategies. 
• Set realistic expectations. If your people feel overwhelmed, they’re not delivering their best work. In unstable, high-stress times, reducing workload can help to maintain the quality of your team’s output.

3. Support Physical Wellbeing

When stress levels rise, physical health often takes a back seat — yet it’s crucial to resilience. Comfortable, well-designed workspaces (whether in-office or remote) help prevent fatigue and injury, which in turn supports productivity and focus.

Tips for practical application:

• A simple ergonomic assessment — virtual or in-person — is cost-effective but can make a big difference in how supported your employees feel. This is something we at Cardinus are always happy to help with. Learn more.
  
  
• Provide adjustable chairs, desks, and accessories to reduce physical strain.
  
  
• Offer training on proper posture and stretching exercises employees can do during breaks.
  
  
• Encourage movement breaks—even short walks or stretches can boost energy and focus.
  
  
• Monitor workstation setups periodically and provide feedback or adjustments.

4. Encourage Flexibility and Autonomy

Rigid structures can add to pressure during already tense periods. Where possible, allow employees to adjust their schedules, take breaks when needed, or even shift priorities. 

Flexibility shows trust and gives people the autonomy to manage their workload in a way that works best for them, providing a sense of control. Think of it as a way of providing a form of counterbalance to the lack of control your people have in the wider world. 

Tips for practical application:

• Allow flexible working hours so employees can work when they’re most productive.
  
  
• Support remote or hybrid working models where possible.
  
  
• Encourage autonomy by trusting employees to prioritize their work, reducing the need for micromanagement.
  
  
• Implement “focus time” blocks with no meetings to help employees concentrate.
  
  
• Promote a results-oriented culture rather than one based on hours logged.

5. Create a Culture of Connection and Respect

Social support is a powerful buffer against stress. Encouraging team bonding, peer recognition, and moments of levity — even if remote — can help your team feel less isolated and more connected to a shared purpose.

However, we can’t talk about connection if we don’t also discuss respect. In uncertain times, people adopt strong stances and voice strong opinions — and not always in concert.

Differing outlooks can easily create rifts as passions flare in response to an increasingly volatile socio-political context. Establishing a strong balance between self-expression and respect is crucial.

Tips for practical application:

• A monthly virtual coffee break or a “shout-out” channel in your communications platform can go a long way in building morale.
  
  
• Schedule regular team check-ins that include time for informal conversation.
  
  
• Celebrate wins and milestones, big or small, publicly.
  
  
• Create peer recognition programs to highlight positive contributions.
  
  
• Host virtual social events or interest-based clubs to foster community.
  
  
• Encourage mentorship and buddy systems to support newer or isolated employees. 
• Encourage respectful dialogue where diverse opinions can be expressed constructively, helping to maintain unity despite differing views.

Supporting People First

In uncertain times, employees look to their leaders for more than just direction — they’re looking for reassurance, consistency, and care. While you can’t remove all the external stressors, you can build an environment that supports resilience, health, and trust.

At Cardinus, we’ve spent decades helping organizations create safer, healthier work environments. From ergonomic assessments to wellbeing strategy support, we’re here to help you take care of your most valuable asset: your people. 

Contact us today to learn how we can help you and your team move from surviving to thriving, even in uncertain times.