Personal and workplace resilience has become an inevitable skill in the present world. It empowers individuals to deal with ambiguity and uncertainty with more confidence. It helps organizations to handle uncertain times in a more competent manner.
Employees may face uncertainty, which may either stifle innovation at the workplace or prevent them from performing their best. The fear of failing in these uncertain situations can hamper employee well-being and productivity.
Several workplace stressors can impact employees, such as salary parity, excessive workload, limited opportunities for growth, lack of challenges, and insufficient empowerment/support/resources when challenging work is provided.
Limited control over job descriptions and conflicting or unclear expectations can also contribute to stress. Under these circumstances, employees may feel fearful or unsuccessful in their work.
Human Resources can keep a few things in mind while creating a more resilient environment:
- Training Programs to Support Resilience
- Need for a Positive Work Culture.
- Better Collaboration and Skills to Break Silos at Work
- Equip Employees and Managers to Better Deal with Stress
- Work-Life Balance
- Ability to Manage Change Effectively
How HR can contribute under the following topics:
Resilience Trainings
Design training programs that provide continuous learning opportunities, helping employees adapt to new challenges and develop new skills, which is crucial for resilience.
Train leaders on how to give critical feedback constructively and provide critical incidents with examples without blowing them out of proportion.
Managers need to be sensitive while communicating that mistakes are part of learning and do not define the employee. Focus on strengths rather than dwelling on weaknesses.
Training can also be provided on open communication, setting clear expectations, and observing and improving communication patterns within the team to manage resilience at work and enhance productivity.
Additionally, training on Emotional Intelligence should be mandatory for employees stepping into managerial or leadership roles.
Building Open Communication Platforms
HR can form help groups where employees can discuss any issues they face. They can run structured clinics or anonymous groups for self-help. Provide support to reach a counselling service or any mentor for help.
A list of mentors should be available to all. HR can create breakout rooms to connect with employees and foster camaraderie at the workplace.
Round tables with top management or department heads can have a very positive effect, motivating employees to take on challenging assignments or share hurdles and seek guidance.
Creating a Collaborative Culture
Encouraging team-building activities and social interactions can strengthen relationships among employees, providing a support network that enhances resilience.
Creating a structure to form cross-functional teams (CFT) can help resolve difficult issues and seek feedback and support for making tougher decisions.
Create a space where leaders and team members can share their success and struggle stories to motivate and reward each other.
Creating Work-Life Balance and Healthier Life Options
Implement policies that discourage burnout and prioritize mental health. A balanced workforce is more resilient.
Policies like work-from-home/remote working and flexible working hours can reduce burnout and improve resilience. Some organizations also allow pets in the office and have dedicated areas to take care of them.
Change Management
Create a support system where employees transitioning into new roles can seek assistance. A proper assessment of competencies can help employees transition into newer and more challenging roles with ease.
An Individual Development Plan (IDP) and support from a mentor or coach can reduce failures for employees post-transition.
Organizations and leaders should be mindful when making structural changes and handle any technological or structural changes scientifically. Providing agility training and fostering an agile process can be beneficial.
Lastly, Wabi-Sabi and Ichi-go Ichi-e are both Japanese concepts that can help people live more mindfully and appreciate the present moment, which forms the basis of resilience.
Wabi-Sabi: This concept is about finding beauty in imperfection and accepting the transient nature of things. The word “wabi” means “less is more” and “sabi” means “attentive melancholy.” Wabi-sabi can help people focus on what’s important and create space for experimentation and free expression.
Ichi-go Ichi-e: This proverb means “one opportunity, one encounter” and can also be interpreted as “for this time only, never again, and once in a lifetime.”
It encourages people to value their experiences and connections and to give their utmost attention to each encounter. Embracing the essence of Wabi-Sabi and Ichi-go Ichi-e helps greatly in creating a resilient workplace.
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