Resilience: This year's buzz word in workforce management
After the difficult year we had, one word has become somewhat of a mantra for workforce managers and human resources professionals — resiliency.
What is resilience?
Based on the dictionary definition, the noun resilience/resiliency means:
- The capacity to recover quickly from difficulties; toughness
- The ability of a substance or object to spring back into shape; elasticity
What does it have to do with people?
When met with adversity or a change in the workplace, people experience varied degrees of resiliency. Some will embrace the challenge to adapt, adjust, and recover; while others will feel stuck, apprehensive, and incapable of adapting.
Resiliency in 2021
After a year of massive change in the way we work, resilience has become a hot topic among HR leaders and workforce management professionals. Employers are increasingly concerned about their teams’ ability to adapt to the changing work landscape, and their aptitude to remain committed to the organization through uncertain times.
It’s something that has been on the minds of employees too. More than ever, they’re feeling the effects of economic and social unrest. Many found themselves furloughed due to downturns in the market, while a larger number of others were suddenly thrust into a remote work scenario — something that was new to most of them. All of these factors contribute to a stressful situation for both employee and employer.
How to build resiliency among employees
Ideally, building resilience is something that begins before a disruptive event or situation occurs. However, it is never too late to act to support employees which in turn supports the organization.
Resilience is a strategy that helps employees tackle stress, a changing work environment, or changes to the scope of their role, helps them to manage workplace conflicts, and addresses other challenges on the job. Improving resilience among employees is critically important as it’s been shown that for most individuals, work is the number one stressor in their lives. And when employees become too stressed, they are often unable to function at a high level and are more prone to burn-out, disengagement, and absenteeism.
What can people leaders do to support employees?
Encourage an open dialogue between employees, their leaders, and the organization. Obtaining feedback from your frontline team members is vital for understanding how people are feeling, what they’re seeing, and to gather suggestions for improvement.
Next, you must take action on the feedback you gather. Employees will become less likely to share their insights if they feel that it goes unheard.
Another great approach is to establish or bolster your employee assistance programs, offering individuals access to resources and support.
Contact The West Egg Group, to learn how we can help your organization and its people become more resilient in the face of adversity and change.