Resilience is also about productivity and engagement

It is not about stoically enduring everything put in front of us, without setting a single limit. Nor is it about adopting a passive attitude in the face of difficulties, let alone ‘turning the other cheek’. Resilience means above all the ability to overcome critical moments and to adapt after experiencing an unusual and unexpected situation. It is the capacity to recover from adversity, stress, or failure and, with new learning, return to normality.

Resilience has become an essential trait for both individuals and organizations. The COVID-19 pandemic, economic uncertainties, and rapid technological advances highlighted the need for this character quality in the workplace.

A Deloitte research, which captures different leadership approaches to resilience, starts from a key concept: ‘the goal of resilience is clear: to move quickly and successfully through three phases - Respond, Recover and Thrive - in the face of any disruption’.

Fostering team resilience helps employees manage work pressures, maintain productivity, and maintain mental and physical well-being. A resilient workforce can mean higher employee retention, better performance, and a more positive work culture.

The pandemic was a stark reminder of how quickly circumstances can change. Companies had to adapt to remote working, supply chain disruptions, and fluctuations in market demand. Those who successfully overcame these challenges often had resilient leaders and teams at their core.

According to a study by the Australian Journal of Career Development, resilience is related to career satisfaction, organizational commitment, and general well-being. This research aimed to assess the relationship between resilience and career satisfaction. "People feel more satisfied with their career choice when they have a higher level of resilience, which translates into higher self-esteem and better health. They are more in control of their work, even in difficult times. This was one of the conclusions of the study.

The research was conducted with 272 middle managers (60% men and 40% women) from 10 private banks in Delhi/NCR (India). Another finding was that resilience has a positive and significant association with job satisfaction, accounting for 41% of the variance. The authors concluded that employers could benefit from engaging their employees in resilience training programs that would equip them with the skills and tactics needed to cope with challenges and uncertainty about the future.

Fostering resilience in the workplace is not a one-off effort, but an ongoing process that requires the commitment of both employees and employers. By building a supportive work environment, promoting work-life balance, providing training and development opportunities, promoting a growth mindset, creating strong social bonds, and implementing resilience training programs, organizations can create a resilient workforce capable of meeting the challenges of the modern business world.

Read also: Ginni Rometty's guide to leading through turbulence

Six strategies for building a resilient work culture

1. Fostering a supportive work environment

Creating a supportive work environment is fundamental to building resilience. This includes promoting open communication, providing mental health resources, and ensuring that employees feel valued and supported. Managers play a crucial role in this by showing empathy, providing constructive feedback, and acknowledging employees' efforts.

Employees who feel supported by their managers are more likely to be engaged and resilient. Companies such as Google and Microsoft have implemented programs that focus on employee wellbeing and support, which contributes to their high levels of engagement and resilience.

2. Encourage work-life balance

Maintaining a healthy work-life balance is essential for building resilience. Organizations should encourage employees to take breaks, use their holiday days, and disconnect from work outside working hours. Flexible working arrangements, such as telecommuting or flexible working hours, can also help employees to better manage their personal and professional responsibilities.

3. Provide training and development

Continuous learning and development opportunities can improve employee resilience by equipping them with the skills and knowledge to deal with change and challenges. Training programs focusing on stress management, problem solving, and emotional intelligence can be particularly beneficial. In addition, fostering a learning culture where employees are encouraged to pursue professional growth can create a more resilient workforce.

4. Promote a growth mindset

A growth mindset - the belief that skills and intelligence can be developed through dedication and hard work - can significantly improve resilience. Encouraging employees to see challenges as opportunities for growth rather than threats can help them develop a more resilient outlook.

5. Build strong social connections

Strong social connections at work can provide a crucial support network for employees in times of stress. Encouraging teamwork, collaboration, and social activities can help build these connections. When employees feel connected to their peers, they are more likely to feel supported and resilient in the face of challenges.

6. Implement resilience training programs

Formal resilience training programmes can provide employees with practical tools and techniques to manage stress and build resilience. These programmes often include components such as mindfulness, cognitive behavioural strategies and techniques to improve emotional regulation.