If the COVID-19 pandemic has taught the business world anything, it is that a resilient workforce is critical to long-term success, especially when dealing with crises and major disruptions or upheaval. Employers will benefit from the same resilience that helped them navigate the pandemic more effectively in various situations.
Fortunately, there are numerous strategies that businesses can employ to make their workforce more resilient in the future.
Training and Development
In today’s fast-paced world, knowledge is essential. The greater is one’s knowledge of a subject or matter, the better one’s chances of success. The same is true for businesses and their organisation when it comes to developing a resilient workforce. It is critical to provide employees with the necessary training in order for them to perform their duties. The more proficient they get with their roles, the more likely they will achieve their long-term objectives. This is why learning opportunities provided through training are critical for realising their potential and equipping them with skills of the modern age to help them in the long run.
One of the most efficient ways to create engagement for all employees is by enabling employees to learn anywhere, anytime – beyond the boundaries of a fixed location. A cohort-based learning model is an excellent platform that employees can utilise to maximise their learning experience. And going through resilience training helps employees better leverage their resilience skills and use these techniques to reach their own goals and the company’s.
Build A Culture of Positivity
Resilient people use positive thinking as a coping mechanism for dealing with adversity. They change the label of failure from something negative to something beneficial. They can improve together if they receive appropriate feedback and motivation. In addition to having a positive attitude, resilient people also have a growth mindset. People with this mindset have a lifelong interest for learning and believe that everyone is capable of improving their skills and overcoming their current obstacles.
There are several ways for leaders to instill a growth mindset in their teams. A sense of ownership can be created by valuing hard work and encouraging experimentation on the task at hand. Leaders can also learn to accept and provide constructive feedback. Employees will be encouraged to further develop their skills and feel a sense of belonging within the company or project as a result of this. Having this understanding will motivate them to acquire and develop a growth mindset for themselves, as this is required for the company to succeed. When the entire organisation has a growth mindset, it inevitably creates a positive culture in the workplace.
Meaningful Connections Through Communications
Workplace resilience can be achieved by connecting your employees’ work to the company’s purpose, fostering a strong sense of belonging and connection. When employees believe that their work is meaningful, they are more likely to persevere and go above and beyond to achieve their objectives. Encourage them as much as possible to assist them in doing the task at hand. This will inspire them to find meaning in their work, increasing their productivity and efficiency. Furthermore, being compassionate and supportive can help employees feel safe, motivated, and loyal, allowing the company to manage difficult situations better.
Another essential aspect of making meaningful connections is how employers can make everyone feel comfortable communicating their feelings, issues, and points of view. For instance, the leader may need to step in and mediate conflicts during a meeting. On the other hand, constructive feedback should be encouraged – how else can a group of employees learn about their strengths and weaknesses? Establishing a meaningful connection also implies unwavering trust between employer and employees within the company’s social environment. When there is trust, team members are not afraid of conflict, which leads to a healthy debate. Fear of conflict, not the conflict itself, is what destroys teams. This fear is what causes schisms, huddles, and office politics.
The end goal of this team discussion is for everyone to participate and air their views, then move forward as a team.
Check-In With Your Employees
A one-size-fits-all approach isn’t always appropriate when it comes to employee well-being and resilience. People are, by definition, unique. Understanding different employee needs is an integral part of developing an effective wellbeing strategy; companies must ask the right questions and assess each situation differently.
One of the most effective methods is to conduct regular employee surveys. The survey can contain a variety of questions, but a few stand out and must be included. The first is to ask employees about the challenges they face on a daily basis. By asking this question, employees will feel that the company and their managers care about their well-being at work. The second question concerns the resources that the employees may require. Asking this question will give them the impression that the company is preparing them for success rather than leaving them to fend for themselves. The third and final question concerns what management can do to enhance their experience. Employees would feel highly appreciative of this because they would feel that the company wants them to grow and develop to higher levels.
A more refined survey will provide a clear picture of how employees are faring. Once the results are in, work on implementing the necessary changes and put measurement metrics in place. Give your employee the resources they need and assist accordingly in order to improve their work performance. This will transform them into a tenacious workforce that performs their duties with authority while feeling like the organisation got their backs.