A paper outlining steps HR professionals can take to introduce resilience into organisational structures
- Is crucial;
- Resilient employees as opposed to stressed employees are more productive.
- Requires a culture change;
- Must go beyond offering stress management and yoga classes – develop an organisational culture that encourages ‘trust, accountability, and flexibility.’
- A resilient organisational culture gives all employees, from the CEO down, ‘…permission to take care of their physical, mental, emotional, and spiritual needs…’ – when these needs are taken care of, resilience occurs, and the entire organisation will benefit.
- Is crucial;
- Four steps for HR professionals:
- 1. Obtain senior leadership support – developing resilient leaders will benefit all levels.
- 2. Build safe and secure work communities – create a sense of employee value.
- 3. Encourage all employees to do the following:
- Do the most important thing first, then take a break.
- Keep a running list of what is on their minds.
- Ask ‘Is this the best use of my time?’ when going online.
- Systematically train their attention e.g. read more.
- Identify two or three key goals for the next day, and when they’ll work on them.
- Monitor their moods.
- 4. Develop policies and practices that empower employees to build resilience and have senior leaders lead by example.