The dictionary definition of #resilience is
1.the capacity to recover quickly from difficulties; toughness.
2.the ability of a substance or object to spring back into shape; elasticity
Resilience, the ability of a person to ‘bounceback’ and perform even in a challenging environment, has never been more important.
Never in our lifetimes have we experienced such a fast changing and volatile environment in which to do business. The global pandemic has created a vast number of health and economic challenges for so many businesses across so many sectors and psychologically the workplace is going to be a very different place from what it once was.
The onus is therefore on businesses to create safe, flexible and productive workplaces and transition employees into this ‘new normal’ thoughtfully and carefully.
Let's explore what having resilient employees can do for an organisation.
1 Gives Competitive advantage
All organisations will need to adapt and change so it makes sense to ensure that in your business you have a employees who are resilient and that you prioritise this characteristic in your talent acquisition and personal development and training strategies. A resilient person has the capability to adapt to their environment and recover quickly from adversity. A resilient person can maintain a positive mindset even in stressful situations and is able to manage change effectively and demonstrate problem-solving abilities. An organisation full of these types of people is far more likely to not only survive but to succeed and even gain competitive advantage against those who aren’t prioritising resilience.
2 Resilient leaders are better leaders
Resilient leaders are better at overcoming major difficulties, of which there are many at this time! They are also more likely to do this without engaging in dysfunctional behaviour or harming others which is likely to reduce your attrition rate. We all know that many people leave a job because of a problem with their manager. Resilient leaders also have the ability to sustain their energy levels under pressure and cope with setbacks better than those who don’t demonstrate this characteristic. Resilience is crucial in high-performing leaders and businesses should be looking to cultivate it in their leadership team in order to advance and thrive.
3 Build more effective teams
More resilient people tend to surround themselves with good support systems, which results in good teamwork. Effective teams are happier people which again helps with reducing stress and improving wellbeing but it also is likely to reduce the number of people who leave and may join a competitor. It makes for a more harmonious workplace, and harmony means those people can focus on what they should be doing (not worrying about office politics) and enjoying their work (which is likely to make them more productive). If you are resilient you will nurture the teams you have developed and are consistently interested in building trust with others.
4 Reduces Stress and improves wellbeing
If you are serious about the wellbeing and mental health of your employees then you should measure their resilience. By measuring resilience you will know how effective their skills are in this area and be better placed to know when workplace stress and environments are more likely to reach a tipping point where they are no longer tolerable for that individual. When you know the crunch point you can assist in implement coping mechanisms and introduce solutions to ensure that things never get to the point where unhappiness and ill-health result. Those with greater resilience are better able to manage stress, which is a risk factor for conditions such as anxiety and depression.
5 Reduces your employee turnover
Resilient employees are more satisfied employees because they are better able to ‘roll with the punches’ and are generally optimistic about their role, their team and their organisation. This level of satisfaction will ultimately result in less people looking outside your company to further their careers and could have a very positive impact on your employee retention statistics. You can then look at diverting funds from your talent acquisition budget to your talent engagement budget and develop the talent that you have.
If you are hiring then surely you want to know how resilient somebody is? And if you are needing to make redundancies, surely you want the people that are staying in the business to be resilient to see you through the current challenges and demands that the organisation is going through? Resilience is EVERYTHING during these extraordinary times!
If you need help with assessing resilience please let me know. I'd be happy to help.