Building resilient workplace to cope with COVID-19 crisis

The World Economic Forum declares, “’individuals’ mindset and efforts will be key… for people to become creative, curious, agile lifelong learners, comfortable with continuous change.” That ideal mindset requires resilience. 

We always see resilience as a personality characteristic, but it can also be learnt. Resilience comprises seven aspects or skills that enhance and encourage self-management, self-awareness, realistic confidence, empathy and the connection with others.

Definition of resilience in the workplace

At Talentnet, we agree that resilience not only can help people heal from difficult situations, but also help their growth and development. Data from our members indicate that those with higher change (stress) are also growing. Most of us can find it difficult to cope with transition. As humans, we like routine biologically. In unpredictable periods, we always concentrate on the bad. We may not still have acquired the competences that may help us handle stress and face an unforeseen difficulty or stress condition.

But transition may give workers a chance to adapt and develop—if they have the resilience to assist them. Workers may learn to rebound from change and even evolve from problems and hardship through developing resilience factors.

Five ways to help your team become more resilient

Lead from the front

There’s a compromise between allowing the team to work out decisions for themselves and micromanagement. But it is necessary to act decisively and lead visibly in particularly demanding times. This helps develop the resilience of the team by providing advice and encouragement.

Encourage open communication

Communicating freely promotes positivity and transparency, all of which are vital to resilience. These could be daily updates to one company, weekly updates or even planned “ask me for something.” Encouraging an information two-way flow arms your employees with the awareness that you trust them and expect them to be partners in your business.

Be clear on your goals

Resilient people look forward to the future. Help create positivity and resiliency in your team by expressing not just your vision for future growth, but also how you can achieve it. You can find it easier to put things in mind and to look beyond the current situation by seeing a bigger picture.

Create an attitude of growth

Every failure is a lesson – encourage the staff to understand mistakes and unpleasant circumstances as a way of learning something different. Psychological protection is a vital aspect of a development path. This leads to vulnerability and helps the team to see that it is OK to make errors.

Prioritise a positive team culture

The construction of a productive team atmosphere is a major part of creating a resilient team. By developing a solid, well spoken and respected team, you are developing a support network that is always there. And even most critically, they can realize what is happening to each other.

Don’t make the error of believing that the culture of supporting teams must just work and not play. The high measures of a good team culture are humor and fun. And with proof that laughter helps teams create confidence and link, a team which can both laugh and collaborate with each other can be just what you need for a strong and resilient company.

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