Against the backdrop of a fast-changing world both inside and outside of the workplace, today’s employees are facing many different challenges and pressures. If only the best survive, what does it take to go a step further and thrive? This, after all, is surely what really separates the great from the good in times of adversity.
So, what role can employers and leaders play in increasing resiliency in employees by better equipping them with the required tools and mindset?
Lessons from history
During and in the aftermath of the last global recession, interest in resiliency increased massively. Cases of work-related stress increased by a staggering 40% in this time, and absenteeism rose by 25% as companies struggled to do more with less.
It’s fair to say there’s a degree of uncertainty in the air. Investing in employee well-being is always important but has arguably seldom before been more so. We must ensure employees have the right skills and mindset to combat workplace stress. Increasing resiliency will help.
Why is resilience so important?
In the simplest terms, a resilient individual is someone who can bounce back in the face of adversity and recover quickly, perhaps even improving in the process.
Developing a more resilient workforce is good for individuals and their feeling of well-being. And organizations benefit too as resiliency can influence a range of positive work-related outcomes.
Research has shown that resilient individuals cope better with stress, are less anxious, and are less prone to depression. Naturally, this all adds up to lower employee absence rates.
Additionally, those who have greater resilience are able to respond quicker, recover faster, and develop more innovative ways of making decisions in the wake of business transformation.
What can you do to help employees to be more resilient?
Management training is key. By helping managers to develop resiliency traits, they will be more aware of how to manage their direct reports in pressured situations. An emotionally-aware and resilient manager will hold teams together in such circumstances, responding more effectively and even strengthening their relationship with employees. In addition, they’ll be able to share their knowledge to help employees train themselves to become more resilient.
Use this three-pronged approach as a starting point to develop greater resilience in teams:
- Use management systems to prevent and reduce stress at work
- Use learning and development to help managers and workers develop resilient behaviors
- Build positive workplace cultures to foster resilience.
What can employees do themselves to increase their resilience?
- Develop a strong sense of purpose. This simply means looking for meaning and the underlying purpose for why you’re doing what you’re doing – what’s the big picture for you?
- See change as a challenge or opportunity. Your perception of a situation is crucial Try to see change as a challenge to overcome, rather than an unwanted problem to avoid. Also use it as an opportunity for self-reflection, learning, and growth.
- Use problem-solving strategies. Use your logical and creative mind to map out problem-solving strategies. Then set realistic goals and outline a specific plan of action.
- Build a support network. Don’t be afraid to lean on those around you to help in tough times. Surrounding yourself with a supportive network of friends and family can help lessen the impact of stress in your life.
- Become an optimist. Maintain a positive outlook, expecting good things to happen. By doing this you’ll be in a better mindset to manage stress and disruption. When you catch yourself thinking negatively, challenge yourself to reframe the situation more positively.
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