BUILDING RESILIENCE IN YOUR WORKFORCE

The new millennium’s version of the roaring 20s has certainly lived up to its name—only, it’s not just roaring; it’s screaming.

The relentless challenges of the past few years have pushed many to the brink, both personally and professionally. Long-term instability has wreaked havoc on finances, relationships, mental health, and aspirations. Now, multiply that impact exponentially across the globe.

For business leaders, this means one thing: your workforce is more fragile than they want to admit. They’re not just walking on thin ice; there are monsters swimming beneath it, the ice is cracking, their heads are on fire, and it’s raining gasoline.

If the pandemic, supply chain disruptions, and the Turnover Tsunami have taught us anything, it’s that you must build resilience into your company and your employees to thrive in today’s world.

How to Coach for Resilience in Your Workforce

1. Have the Conversation.

Employee Coaching | Management | Leadership | Executive Performance Management | Retention

Start by understanding how your employees’ lives have changed. Are they feeling overburdened or ineffective? Did they move during the 2024 housing boom? Are they facing new childcare challenges? Did their spouse lose or change jobs? Are they worried about health, safety, or job security? Are they considering a different career?

These questions may seem personal, but they’re crucial for understanding the pressures your employees face, which directly impact your company’s ability to deliver on its promises. But how do you get employees to share this information?

Simply put: You ask, and you listen. Make it a formalized conversation that starts with the employee. Their willingness to share will depend on the trust you build through these conversations and your follow-through.

2. Have a Backup.

Employee Goals | Strategic Retention | Development | Top Talent | Succession Planning

Many companies are operating with skeleton crews, meaning key functions might be handled by just one person. What happens when that person is suddenly unavailable? Whether it’s for a well-deserved vacation or due to illness or resignation, the result is the same: your organization suffers.

To keep your customers happy and prevent employee burnout, you need a backup plan. Leverage your performance management process to have your skilled workers teach their expertise to at least one other team member. Empower them to create and deliver workshops or mentor a colleague.

3. Have the Documentation.

Even if someone isn’t fully trained, any employee should be able to step in if they’re provided the right tools—provided they can find them and they make sense.

Assign an employee (or a small committee, depending on your organization’s size) to evaluate your filing system and procedural documentation. Identify gaps and assign the task of filling those gaps to the most knowledgeable person. Ensure all staff knows how the system works and where to access it. Regularly review and update this documentation to keep it organized and relevant. This could be an excellent focus area for one or more of your employees.

4. Provide a Structured Performance Management Process.

Coaching | Business Direction | Goals | Strategy | Pivot Planning | Development

A structured performance management process offers the stability your employees might otherwise lack. It gives them a sense of direction aligned with the organization’s goals. If you’ve had the conversations mentioned earlier, you’ll also be able to incorporate the employee’s needs, skills, and interests. When (not if) a pivot is required, you’ll have a solid framework to build upon.

In today’s unpredictable world, resilience isn’t just a nice-to-have; it’s a necessity. By having open conversations, creating backup plans, documenting processes, and providing structured performance management, you can build a workforce that’s not just surviving but thriving amid uncertainty.