How Managers Can Promote Resilience in Workers

Resilience describes a person’s capacity to cope with changes and challenges in life and work and to bounce back during difficult times.
Managers play an important role in promoting resilience so that:

1. Workplace changes and challenges are addressed effectively
2. Stress on individuals and in the workplace is reduced and
3. Productivity is maintained

The concept of resilience came from research looking at risk factors for developing mental health issues and substance use. Some people, despite facing severe difficulties, have the ability to overcome challenges and adjust to them. We can all learn the skills of resilience so we can deal with the problems we face.
Studies on resilience have highlighted ways in which managers can promote workers’ resilience:

 

1. Focus on the positive and show appreciation

• Acknowledge your workers and the job they do. Show them you appreciate them in whatever ways you can: a smile, a wink, a nod, a word. Being acknowledged is a basic human need and even the toughest worker will appreciate it if it is genuine. It’s proven that pay alone doesn’t make a satisfied and productive worker.
• How do you communicate your appreciation to your team? How do you acknowledge when a job’s been done well? How do you encourage your team to do better when a job’s not been done well? Acknowledgement in front of a group or team is an important way of encouraging workers.
• What recognition and awards are your workers nominated for? How much do you fight for your team and support the work they do in the company?
• Showing the team you are there for them will build confidence in you and in the work they do.

2. Lead by example and demonstrate your beliefs

• Our thinking patters influence how we feel about work. If you feel good about the work you do and the work your team does, they will know. As a leader, you are modelling what you expect from others. Showing them is more powerful than telling them! Be a role model and be conscious of how your behaviour on site will be seen by others.
• Encouraging a sense of belonging to a team, in which individuals play an important role and in which each worker contributes will increase commitment to the work and to the team spirit. Make sure everyone has a job to do and understands how their particular role contributes to the team’s success.
• The crunch time is when things are not going well, when there’s a problem. If you can encourage your team to find solutions to the problems, to take responsibility and take whatever action is appropriate, they will feel valued. Trust them and they will trust you.
• Criticism, blame, resentment and guilt can get in the way of overcoming problems. It will turn members of your team against each other and against you. Listen to what your team members tell you. Even if you disagree, hear them out and consider their ideas. Innovation comes from groups not from individuals who never change their approach.

3. Learn from difficulties

• Resilient teams are able to learn from the challenges they face and ask questions that support them to learn. Take time to plan, debrief and celebrate jobs done.
• “What’s a solution to this problem?” and “How can we do this better next time?” are examples of questions that help us learn from problems.
• As a manager, your team will look to you when there’s a problem. If you are able to show confidence in them and maintain a calm approach (even if you may not feel calm!) they will feel confident that the problem can be addressed.
• Even when there is a serious incident, your attitude and confidence in your team will lessen the stress and disruption and help get the team back to work.

4. Reach out

• Check in with each member of your team from time to time. Encourage them to keep an eye out for each other. If they are concerned about one of the team, tell them to let you know. Take it seriously when they do. Salaries are your biggest budget item and you need to take the time to make sure everyone is OK.
• In your role as a manager, if you can show this interest in the individuals in your team in your day to day work, they will come to trust that you are someone who is approachable and trustworthy when they have a personal problem or there is a problem in the workplace.
• Respecting the trust of each member of your team will build their commitment to you and to the team as a whole.

5. Use your sense of humour

• Our capacity to see the funny side of even serious things that happen is a cushion against adversity and helps maintain our resilience and perspective.
• Your team will appreciate you being able to share a laugh at some of the experiences you’ve shared. Make sure sarcasm and belittling is not used as humour. It’s simply not funny.
• Don’t however think that pranks and send ups take the place of humour. In fact they can lead to some of the conflicts found on sites. Don’t belittle anyone.

6. Stay well

• Looking after our physical and mental health prepares us well for dealing with adversity and challenges. If you look after yourself, your team is more likely to do so too. As a manager, you model what you want from your team.
• Eating healthy food, getting sufficient sleep, moderating alcohol intake, getting regular exercise, having satisfying relationships, doing what we love, getting sufficient rest and relaxation and spending time outdoors and in nature are all ways to keep ourselves well.
• It’s important you stay strong as a role model and leaders of others. You must practice and build resilience too.

For more info, read about building resilience and overcoming hardship from the Mayo Clinic