Ask the Flexpert…Why is Building Resilience Important?

The Importance of Resilience

Resilience generally improves one’s quality of life and their ability to enjoy work even in these uncertain times. The higher your team’s levels of resilience, the better their psychological and physical health will be. Resilient people are less likely to experience symptoms of anxiety and depression and manage most facets of their life more efficiently. This leads to higher levels of employee satisfaction, greater engagement and improved performance.

Characiture of Flexpert

Resilience Fosters Relationships

There is the added benefit of healthier relationships as well. One of the key aspects of resilience is the ability to understand and control one’s emotions, which is going to naturally improve how workers relate to others and thus make their relationships stronger (and healthier).

Essentially, resilience helps people view their situations differently. Most people waste a lot of energy trying to control things that they have no influence over.

Resilience and Persistence

Resilience (some call it ‘grit’) improves peoples’ ability to bounce back from setbacks, challenges and adversity to control what they can, and let go of the rest. And that surely is the current situation all people and certainly that category designated as essential workers, find themselves in with multiple concerns of health, economy,  social unrest and politics at the same time.

Resilience is the basis for overcoming hardship, achieving goals, and being a strong and resourceful worker. The more resilient your employees are, the more they will achieve on the job, in their careers, and in life, period.

Resilience and Employee Values

With resilience, you learn about yourself and your work team and start to get a clearer view of what you and they value – and how that meshes with the company’s values and culture.

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.

Tips for Keeping Employees Engaged During a Market Downturn

Keeping employees engaged remains a major concern for the organizations and specifically the Human resources (HR) department. Keeping high employee engagement levels remains a challenge for most employers. Surveys have observed that less than half of businesses believe that their employees are engaged in their work, and will make an additional effort to do the work. This indicates that most organizations require a lot of help in this matter. Most businesses think that less than two thirds of their employees are engaged in the work.

employee engagement

The immediate supervisors of the employee and leaders are the major factors affecting employee engagement. Some of the tips for managers which will help in keeping employees even during a downturn are listed below:

1. Employees are Assets
  • Employees should be considered as assets for the organization, not expenses and treated well. The leadership of the organization should be aware that if the employees are fully engaged in the work they do, they will add more value to the work they do. It is advisable to define the roles for each employee, define goals which are linked to the goals of their department, division or the entire company.
2. Employee Appreciation Culture
  • The organization should foster a culture of appreciating employees. The employees should be aware that they make a difference and help the business attain its targets and often exceed them. The employees should be informed about how their behavior is linked to the company goals and values using a strategically designed program for recognizing employee efforts. This program will show how the work done daily by the employee contributes to the achievement of company goals.
3. Employee Recognition
  • Improving performance by recognizing additional effort. If the employee is frequently and consistently recognized for his additional effort in the right way, it will result in a greater boost to the performance of the employee. It is observed that the return on investment (ROI) for a well designed recognition program is usually far more than the annual salary increased. The program rewards should be at least 1% of the payroll of the business. The organizations should reduce their annual increments to the lowest possible and encourage better performance from employees by implementing a suitable recognition program.
4. Open and Honest Communication
  • It is important to have an open and creative discussion with workers either face-to-face or in a group. For this, the supervisor should stop considering his own agenda and expertise and consider his subordinate(s) needs. This can help in increasing the engagement of teams since assumptions are questioned, different opinions are considered and problems are converted into opportunities
Employee Discussion Process

Some important considerations which should be discussed and documented after such discussions focus on the following:

– What are the problems which we are facing in this area?

– What are the reasons why we face these problems?

– What can the employee, team or our organization do to get a better result?

– What is the team or organization doing at present which is causing problems?

– If the problem is resolved, how would conditions improve?

After this, the information provided should be converted into plans which can be implemented.

Increasing the recognition of the employees, being involved with the employees, their problems and offering better opportunities for career growth can help improve employee engagement. Organizations with high engagement levels are more likely to be monitoring the engagement of the employees closely, recognizing better employee performance offering career growth. The workforce will also have leaders and supervisors who improve employee engagement.

Recruiting Engaged Employees

Need assistance recruiting engaged workers, call on Flexicrew or just pick our professionals‘ brain for creative ideas.