With the uncertainties and changes brought about since the outbreak of the pandemic, it is understandable that employees may feel unsure or demotivated at work.
However, there is a solution that can help mitigate or improve all of these situations. How?
By building and creating RESILIENCE.
And not just among employees, but everyone in the company. Building and creating resilience cannot, and should not, be the duty of just one person, or a group of people within a company alone. It must be a group effort by everyone in the company.
With this in mind, we would like to present to you several methods that both employees and leaders in an organization can use to help build and strengthen their resilience levels:
1) Reduce or minimize unnecessary stress
We’ve all faced situations that are unnecessary to our work and give us headaches. It could be things like emergencies that require our attention, or mistakes by others that we need to fix on an urgent basis. Or it could be red-tape from the administration or higher-ups that, while beneficial to prevent abuse, may also hinder proper efforts to succeed at work.
All these situations can be described as hindrance stressors, which may interfere with our personal development or business achievements. In fact, hindrance stressors can even negatively affect the most resilient of employees and leaders if exposed to it for long periods of time.
As such, employees and leaders need to start reducing or minimizing all these hindrance stressors big time. For starters, both employees and leaders should identify these stressors and take the necessary actions to deal with them. Administrative red tape caused by excessive administration, complicated or outdated processes, or systems-related errors that may hinder output at work are all examples of these hindrance stressors that everyone in a company should identify, minimize or remove altogether.
2) Promote resilience among employees
How we manage stress shows our resilience levels at work. Some of us may face our stress head-on and deal with it, while others may choose not to face it and leave it as is. Even how the management deals with stress may affect our resilience at work by either building or eroding our resilience.
Thus, one possible way to build resilience in our employees and leaders is by promoting resilience and optimism among everyone in an organization. By showing resilient behaviour and thinking, we can inspire a sense of resilience in others too. This can include, but is not limited to, celebrating success at work or not dwelling on failure, but instead learning from the experience. Doing these brings about a sense of satisfaction and control, knowing that we are able to face our challenges head-on even if it may be difficult.
3) Promoting mindfulness
Organizations nowadays are subscribing to mindfulness programmes more than ever, especially within the business landscape. This is also proven by research conducted on these programmes, which have discovered that these mindfulness programmes not only decrease employees’ stress, but also improve employees’ resilience and performance at work.
However, one doesn’t need to subscribe to mindfulness programmes that cost thousands just to promote mindfulness at work. In fact, promoting mindfulness at work can be done via several methods by everyone in the office without having to pay a fee. These methods include simple exercises such as deep breathing or meditation that can all be done anywhere and any time, even from your workstation.
As for managers and leaders, you can also support employees’ mindfulness by providing flexibility in working schedules, or break periods at work that employees can use to recover from stress and mental burnout caused by work-related issues.
4) A sense of purpose and belonging
For employers and employees alike, one possible role we can fulfill in our company is to develop a sense of cohesion and belonging amongst colleagues and employees. Research has shown that companies who create a sense of cohesion and belonging for their employees not only create happy and satisfied employees, but also encourage them to perform their best at work. Employees are also more accepting of failures and use these failures as lessons to improve themselves, rather than dwell on their failure with a negative outlook.
Rather than complain about the people you have worked with and bring down everyone’s morale, why not talk about them in a positive manner? Celebrate their successes and even listen to their feedback; doing so allows you to create a positive impact on your employees’ morale and build their resilience at the same time.
The above examples are some of the ways everyone can come together to build resilience at work. We hope that after reading this you can use these methods to help build resilience in the workplace as a combined effort between everyone in your team.