The Backbone of Local Government: Supporting County Employees in Challenging Times

The success of counties hinges on the dedicated staff who ensure that local government operates smoothly. From parks and recreation to public works, county employees are the unsung heroes of our communities. However, like the broader workforce, they face numerous health and wellness challenges, particularly in a climate where threats and harassment have become alarmingly common. As we approach the 2024 presidential election, it is crucial to recognize the unique pressures faced by county election workers and to prioritize their mental health and well-being.

The Rising Tide of Threats and Harassment

In recent years, public servants have increasingly found themselves on the receiving end of insults, threats, and harassment, particularly through social media and phone calls. This trend is not just anecdotal; it is backed by research indicating that state and local officials are experiencing heightened threats. The Brennan Center for Justice highlights this disturbing rise in intimidation, which has created a hostile environment for those dedicated to serving their communities.

County election workers are particularly vulnerable. Many have already endured the high-stakes environment of the 2020 presidential election, and the fallout has been significant. Alarmingly, reports indicate that 40% of election workers in the Western U.S. have left their positions since 2020. As we gear up for the 2024 elections, ensuring the safety and well-being of these workers is more critical than ever.

The Importance of Mental Health in the Workplace

Broadly speaking, employees deserve physically and mentally safe workplaces. In a climate where physical safety has morphed 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 health challenges that impact their work. Addressing mental health in the workplace is not just a moral imperative; it is also beneficial for organizations’ bottom lines. For every dollar invested in mental health support, there is a reported return of $4. Employees who feel supported are more likely to advocate for their organization and are 69% less likely to seek new employment.

Prioritizing Mental Health for Election Workers

To support 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 just one way to improve 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.

Resources for Supporting Employee Well-Being

Here are several resources and strategies that county leaders can implement to foster a more resilient and engaged workforce:

1. Love, Your Mind Employer Guide: This guide from the Health Action Alliance provides tools for employers to encourage mental health discussions in the workplace. It emphasizes the use of validating and empowering language, which can help create a supportive environment.

2. Conversation Guides for Managers: Equip mid-level managers and supervisors with a conversation guide to engage with their staff effectively. This can help normalize discussions around mental health and create a culture of openness.

3. Surgeon General’s Framework: Share the Surgeon General’s Framework for Workplace Mental Health and Well-Being with your human resources team. This framework offers insights into integrating mental health and wellness into workplace practices.

4. Carter Center’s Resource Guide: Election workers have specific needs that must be addressed. The Carter Center provides a resource guide for election officials that includes tips for safety, recognizing stress, burnout, and trauma, as well as low-cost mental health resources.

5. Support for Parents: Many employees juggle work responsibilities with parenting. As of 2023, 55% of U.S. parents are supporting children with mental health issues. Creating employee resource groups or community spaces can help employees feel supported in their roles outside of work.

6. Self Check-Ins: For employees who may not want 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 and local mental health resources.

7. Flexible Health Care Access: Ensure that employees are aware of the services available through their health insurance. It is essential that employees have the flexibility to seek care within their work schedules. Policies that allow attending health appointments without using accrued PTO or sick time can encourage positive health-seeking behaviors.

Conclusion: Building a Resilient Workforce

As we navigate the complexities of the upcoming election season, it is imperative that counties prioritize the mental health and well-being of their employees. By implementing supportive practices and providing valuable resources, county leaders can foster a more resilient, engaged, and effective workforce. In doing so, they not only protect the individuals who serve our communities but also strengthen the very fabric of local government. The time to act is now—our public servants deserve nothing less.

-Offer -