4 Key Aspects to Foster Resilience in Your Company
As a business leader, you must be prepared to confront difficulties and weather challenges. But who could have expected- let alone prepared for- the worldwide events that have occurred in recent years?
The pandemic and its economic impacts expose the flaws in the best-laid plans. Forecasting is still vital, but there is no way to fully predict what is ahead.
Instead, by fostering resilient, engaged teams, you may contribute to the development of an organization capable of adapting and prospering in the face of ongoing change.
What does workplace resilience look like?
When it comes to workplace resilience, you probably recognize it when you see it. However, you may not be seeing it as much as you would like. According to a recent MIT Sloan Management Review study, only 14% of participating workers are totally engaged, and only 15% are extremely resilient.
As a leader, you should foster and develop these four crucial characteristics to success at workplace resilience and engagement: safety, trust, purpose, and progress.
Safety
An innate sense of psychological safety is essential for workplace resiliency and team engagement. If employees are afraid to speak up or take chances for fear of repercussions, they will not raise concerns when something is wrong and will be significantly less likely to offer inventive solutions.
Employees who feel safe in a team, on the other hand, feel free to:
Trust
Employees who trust their team leaders are 14 times more likely to be fully involved in their work, according to ADP Research . They are 42 times more likely to be very resilient when they trust their coworkers, team leader, and senior leaders.
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After all, it makes sense. Employees are free to focus on the work at hand if they are not spending time and energy thinking about the direction of their team or their place within it. And it is significantly easier for them to stay the course and bounce back when they know they can rely on leadership guidance.
Purpose
It's simple to see why a sense of purpose is so important in a career. Decades of studies indicate that people have an innate yearning for purpose and significance in their work. When individuals believe their efforts are meaningful, they are four times more likely to be engaged, motivated, and fulfilled.
According to research, while most leaders grasp the importance of purpose as a motivator, much less develop it on their teams. A recent survey from PwC Middle East found that while 79% of leaders believed that connecting people with an inspiring mission is crucial for success, just 27% actively addressed it.
Progress
For each person on your team, a sense of progress could be slightly different, but it's still important. Progress can mean different things to different people. For one person, it can mean moving forward in a profession; for another, it might mean learning new skills or taking on new challenges.
It is evident that people who feel stuck in their jobs are not resilient or engaged. Promotions are the most obvious sign of improvement and are significant in many contexts. But maintaining a sense of progress and growth inside an organization might also depend on opportunities for learning and development, including the ability to take on new initiatives or responsibilities.
No matter where you are on the path to a more resilient team, Trivers can help. Our services go beyond finding a winning team for you, we also provide the resources and support you along your journey to success.