The Backbone of Local Governance: Supporting County Employees Amidst Rising Challenges
The success of counties across the United States hinges on the dedicated staff who ensure that local government operations run smoothly. From parks and recreation to public works, county employees are the unsung heroes of community service. However, these public servants are not immune to the health and wellness challenges that plague the broader workforce. As we approach the 2024 presidential election, the stakes are higher than ever, and the pressures on county employees, particularly election workers, are mounting.
The Rising Tide of Threats and Harassment
This election season, many county employees are facing a troubling reality: insults, threats, and harassment via social media and phone calls have become increasingly common. According to a report by the Brennan Center, state and local officials are experiencing a surge in intimidation, which poses significant risks to their mental and physical well-being. County election workers, who have already endured the high-stakes environment of the 2020 presidential election, are particularly vulnerable. Alarmingly, in the Western U.S., approximately 40% of election workers have left their positions since 2020, highlighting a concerning trend that could jeopardize the integrity of upcoming elections.
The Importance of Mental Health in the Workplace
Broadly speaking, employees deserve physically and mentally safe workplaces. In a climate where physical safety has evolved into threats and harassment, it is vital for leaders to show compassion and empathy. A recent study revealed that 65% of U.S. workers experience mental challenges that impact their work. Addressing mental health in the workplace is not just a moral imperative; it also makes good business sense. For every dollar invested in mental health support, organizations can expect a return of $4. Employees who feel supported and happy at work are not only more productive but are also 69% less likely to seek employment elsewhere.
Prioritizing Mental Health for Election Workers
To ensure a safe and successful election season—and by extension, a healthier workforce overall—counties must prioritize the mental health and wellness of their employees, especially those in high-pressure roles like election work. Mental and behavioral health services are crucial for improving health and well-being in the workplace. Implementing practices that support mental health not only enhances employee retention but also attracts new talent to public service. Here are several strategies that county leaders can adopt:
1. Utilize Comprehensive Resources
The Health Action Alliance’s Love, Your Mind Employer Guide provides a suite of tools designed to help employers foster discussions about mental health in the workplace. This guide encourages the use of validating and empowering language, making it easier for employees to engage in conversations about their mental well-being.
2. Equip Managers with Tools for Support
Mid-level managers and supervisors play a crucial role in employee well-being. Providing them with a conversation guide can help them engage effectively with their staff. The Surgeon General’s Framework for Workplace Mental Health and Well-Being is an excellent resource for human resource professionals and managers to understand how to integrate mental health into their workplace culture.
3. Address the Unique Needs of Election Workers
Election workers face specific challenges that require tailored support. The Carter Center’s resource guide for election officials offers valuable tips for safety and security, as well as strategies for recognizing stress, burnout, and trauma. This guide also includes low-cost mental health resources, such as screening tools and support groups, that can be easily implemented.
4. Support Employees in Their Roles Outside of Work
Many county employees are also parents and guardians. As of 2023, 55% of parents in the U.S. are supporting children with mental health issues, prompting advisories from the Surgeon General. Creating employee resource groups or community spaces can help employees feel supported in their roles outside of work. Sharing resources that address the mental health needs of working parents can foster a more inclusive workplace.
5. Encourage Self-Reflection and Check-Ins
For employees who may be hesitant to disclose their challenges, tools like self-check-ins can be shared on county intranet platforms. These check-ins can be supplemented with resources such as Employee Assistance Program (EAP) information, local National Alliance on Mental Illness (NAMI) chapters, or Mental Health First Aid training for staff.
6. Promote Flexibility in Health Care Access
Beyond behavioral health, it is essential that employees have the flexibility to seek care within their work schedules. Policies that allow employees to attend health appointments without using accrued PTO or sick time can model and encourage positive health-seeking behaviors. Encouraging activities like lunchtime walks or offering gym benefits can also help reduce stress and improve physical health.
Conclusion: Building a Resilient Workforce
As we navigate the complexities of the upcoming election season, it is imperative that county leaders prioritize the mental health and wellness of their employees. By implementing supportive practices and providing valuable resources, counties can foster a more resilient, engaged, and effective workforce. The well-being of county employees is not just a matter of individual health; it is essential for the overall success of local governance and the communities they serve. In a time of rising challenges, compassion and proactive support can make all the difference.