There are three key steps that your workforce will experience as you facilitate their attempt to build greater resilience.
At this stage, they invest energy into learning about the situation they are facing. If they are dealing with a health concern over COVID-19 diagnosis, then this is the research stage where they set out to learn as much as possible. If they are dealing with financial change or workplace challenge, they will still embark on a research project; it will just be shaped by the situation they are dealing with. The first stage is important because it sets the scene for the next two steps.
In this step, you and your employees begin to learn new behaviors and coping strategies. You help them discover what it looks like to take care of themselves on and off the job properly, from physical and mental health to social and financial health. You should teach them new ways to manage stress and deal with unpredictability.
Finally, there is the growth stage. This is when the experience starts to shift your employees’ priorities. They should now understand what is going on, they are learning how to manage it, and now they are growing into a new reality.
Often, this is when workers building resilience start to notice how grateful they are for everything in their life. Gratitude has a large role to play in resilience.
Resilient workers often share several characteristics. One of the biggest is outlook. To build resilience, they must adopt a positive mindset. Because their attitude is key.
For example, if they view failure as a learning opportunity, then they have a greater understanding and are in greater control of their emotions. This type of positive outlook is key to resilience. This positive mindset will serve as their fuel as they attempt to perform effectively on the job in the face of adversity or change from Coronavirus, the economic situation within your company and employment uncertainty, political polarization and ethnic disruption.
In addition to a positive mindset, there are other contributing factors to resilience. One of which is their support network. It’s much easier to build resilience when they have a safety net of people who like and support them. This is where you should really focus your management efforts on your workforce with programs to build employee reward and recognition that contribute to their self-worth.
- A positive view of themselves
- Feeling secure in their strengths, skills, and ability to deal with difficult situations
- Being a strong communicator
- Being a strong problem-solver
- Maintaining a never-say-die attitude
- A strong decision-making ability
- The ability to put together plans and follow-through
- The ability to see the bigger picture.
Need Assistance Hiring Resilient Workers
If you need some assistance in recruiting and hiring more resilient workers in this uncertain labor market, contact Flexicrew Today.