The United States is currently grappling with significant economic uncertainty, particularly for government workers and federal contractors. With discussions from the incoming Trump administration about potentially eliminating entire federal agencies, reshaping the Department of Labor, and cutting ties with "woke" contractors, many are bracing for potential shifts in the labor landscape.

However, Emily Dickens, head of government affairs at the Society for Human Resource Management (SHRM), offers a calming perspective. Speaking with HR Brew, she advises HR leaders to remain composed and proactive rather than assuming the worst. Dickens emphasizes the importance of strengthening relationships with government relations teams and reviewing policies to ensure compliance with existing laws.

Stay Calm and Plan Ahead

“Breathe,” Dickens advises. “This [Trump’s reelection] is not the end of the world.” She notes that while the new administration may pursue significant policy changes, implementation will take time, with enforcement unlikely to begin before March. This delay provides HR professionals with a crucial window to prepare and adapt.

Consider Career Alternatives

Trump’s administration has indicated a potential for mass layoffs of federal workers, particularly those perceived as loyal to the Biden administration. For HR leaders in government or federal contractor roles, this could signal a need to reevaluate their career paths.

“When push comes to shove and you feel like a culture no longer works for you, you can speak with your feet,” Dickens says. While the job market has softened recently, she points out that private-sector demand for talent remains strong, especially for professionals with government expertise.

Collaborate Beyond Your Department

A new administration brings opportunities for collaboration, particularly with internal government relations teams. Dickens encourages HR leaders to step outside their silos and foster these partnerships.

“Invite them to a lunch-and-learn session to discuss the potential impact of upcoming changes on your company and workforce,” she suggests. Strategy sessions between HR and government affairs teams can provide valuable insights and help organizations align their approaches to navigating policy changes.

Additionally, HR leaders should leverage local connections. Building relationships with members of Congress and inviting them to company facilities can help create goodwill and highlight the organization’s importance in their districts. “Let them get to know the people in their district…and see that you are a major potential fighter,” Dickens says.

Audit Internal Policies

Now is the time for organizations to review their internal policies to ensure compliance and avoid unnecessary attention. Dickens highlights the importance of examining diversity, equity, and inclusion (DE&I) initiatives to ensure they are effective and inclusive.

Protections for LGBTQ+ workers also deserve scrutiny, particularly in light of recent anti-transgender legislation. Employers should foster inclusive cultures that support all employees, regardless of political challenges. As Dickens notes, organizations must develop workplace cultures tailored to their unique needs while remaining ethical and legal.

Looking Ahead with Optimism

Despite the uncertainties surrounding a second Trump administration, Dickens remains hopeful about the future of work. “I am optimistic for the opportunity to affect some real change in 2025,” she says. By engaging HR professionals and understanding the impact of new regulations on their daily responsibilities, policymakers have the chance to modernize workplaces for the future.

For HR leaders, these challenging times present an opportunity to demonstrate resilience, adaptability, and a commitment to fostering inclusive, compliant, and forward-thinking workplaces. By staying proactive, collaborating with internal and external stakeholders, and focusing on the needs of their workforce, HR professionals can navigate the uncertainty with confidence and clarity.