Workplace resilience: The key to thriving in challenging times

Moviegoers love stories of resilience. For example, audiences cheer as Rocky, exhausted and bruised, summons the strength to bounce back against his ring opponent. Year after year at Christmas, we watch scrappy George Bailey triumph in the face of adversity with assistance from his community. As a result, such plots inspire us to overcome challenging situations in our lives.

Individuals and organizations deal with events requiring adaptability, persistence, and courage. Resilience plays an important part in continuing, from a divorce or a cancer diagnosis to a failed marketing campaign or the loss of a major client.

Perhaps the most outstanding modern example of the need for resilience is the COVID-19 pandemic. In fact, with the world thrown for a loop, people took charge of what they could to keep themselves safe and adjust to an altered way of life. Companies set up remote operations and revised business plans to stay afloat. In addition, along the way, all learned lessons bound to influence the future.

Let’s examine the concept of resilience, its value, and how to develop it individually and as a staff.

What is resilience?

Are you familiar with the song “Tubthumping” by the British rock band Chumbawamba? Most of us know the tune not by title but by its catchy chorus, “I get knocked down, but I get up again. You are never gonna keep me down.” These words get at the heart of what it means to be resilient (and, in fact, a group member told a newspaper that the song was written about “the resiliency of ordinary people”).

The American Psychiatric Association (APA) offers a slightly more formal explanation of personal resilience: “Resilience exists when a person can bounce back and thrive from major challenges. It is often tested when stress factors arise in everyday life and when trauma or tragedy strikes. Stress is not the only factor that can test a person’s resilience; however, how a person handles stress is a strong indicator of their ability to bounce back.”

An article published in the journal Strategic Organization offers this definition of workplace resilience: “Resilience is the process by which an organization draws on its capabilities to effectively absorb, generate customized responses to, and engage in transformative activities to overcome disruptive events that can jeopardize its vitality and survival.”

Why workplace resilience matters

As any individual or business can attest, life is unpredictable. Unforeseen events happen that disrupt even the best of plans. Circumstances change. People make mistakes. An educated decision turns out to be the wrong one. Budgets get slashed. A competitor beats you to the punch. That’s simply the way things go.

Take as a given that few get through life without curveballs, obstacles, and disappointments thrown their way. What differs is the response people or groups have to these challenging incidents. Do they cower or become distraught? Or, do they adapt, toss negativity to the wayside, and grow from the experience?

Resilient employees and teams recover—and often learn—from adversity. They do not let a setback destroy their well-being. They make adjustments and carry on, often with renewed motivation.

Bringing this type of mindset to the work environment has many benefits. The can-do spirit of one encourages similar behavior in others. People pull together in difficult times to make that deadline or achieve a seemingly insurmountable goal. Also, change doesn’t seem as scary to a resilient workforce, making it easier for management to implement new policies or procedures. The idea of possible failure does not loom as disastrous, so resilient people are generally more comfortable giving and receiving feedback, trying new things, innovating, and stretching themselves.

Building workplace resilience for a thriving team

Some folks possess more personal resilience than others. It can be part of their natural personality. They may have developed it through years of life experience or with the help of parents, teachers, and other mentors.

The good news is that resilience can be improved upon, both for individual team members and the entire workplace culture. To achieve this, consider these helpful measures:

• Conduct resilience training

Successful companies focus professional development on more than just hard skills. They see the value in developing resilience skills, emotional intelligence, stress management techniques, and other “soft” competencies. Therefore, bring in experts to talk to the group or encourage individuals to seek online or in-person training focusing on adaptability and self-confidence.

• Model resilience from the top down

As mentioned earlier, one resilient person often can rally others to bounce back. The impact can be especially noteworthy when this individual is a top executive or a team leader. Workers take cues from management. Seeing supervisors remain optimistic in the face of adversity or refrain from dwelling on disappointment motivates charges to do the same. Conversely, employees witnessing leaders fall apart may have difficulty rallying their own spirit.

• Review the past, then think about the future

Instead of sweeping errors or heartaches under the rug, spend some time evaluating them. Examine what you learned, mainly how this knowledge can be applied in the future. Then, instead of dwelling on what could have been, move on. Realize that nobody can control everything, but a resilient workforce or individual can apply lessons learned to future action.

• Hire for emotional resilience

Make it a characteristic the company seeks in applicants. Evaluate candidates for positivity and ability to give concrete examples of overcoming challenges. Beware those quick to present themselves as helpless victims of problems at past jobs.

• Encourage relationship-building

Case studies show that “organizations comprising interpersonal relationships defined by greater trust, disclosure, and mutual respect are better equipped to execute resilient responses as members are better able to align their attention and actions, exchange more information and ideas, and collaborate more to understand and solve problems.” Social support improves mental health and provides added courage in stressful situations. Tackling stressors becomes easier when not faced alone. Managers can help employees develop bonds through team-building activities, a psychologically safe environment, and timely conflict resolution.

• Coach

Ownership of one’s own performance builds employee engagement, job satisfaction, and confidence. Leaders who dictate or micromanage deprive workers of these things. Instead, serve as a guide and champion. Provide space for workers to engage in problem-solving and decision-making. Offer feedback and motivational words to help employees bounce back and improve after a wrong turn or setback. Remind them of past successes and other obstacles overcome.

• Pay attention to employee well-being and work-life balance

In conclusion: Cultivating workplace resilience

Finally, as the APA definition of resilience notes, stress levels play a large part in employee resilience. Burnout and other stress-related conditions affect mental and physical well-being. With depleted reserves, sufferers have difficulty recovering from negative situations.

Consider company initiatives to combat stressors and promote self-care. Flexible work schedules and opportunities for remote work reduce workplace stress by offering greater control over where and when things get done. Comprehensive, affordable healthcare insurance encourages people to attend to their physical health and mental well-being. A generous PTO policy allows time off to relax and recharge.

A work culture that values unplugging from technology during non-business hours in addition enhances the employee experience by relieving the pressure of always being available. Within the office, people are encouraged to make time for lunch and breaks and even start a walking club where members take short strolls outside together daily.

Need help determining what measures would help employees most? Ask. The inquiry alone contributes to a positive work environment by demonstrating concern.

More Resources:
Navigating emotions in crisis: A guide to finding strength and resilience
Your one-stop guide for business resilience planning
Talent shortage: Addressing the growing gap in the workplace