Building a Resilient Organizational Culture. UNC, Kenan-Flagler Business School. White, M. (2013).

A paper outlining steps HR professionals can take to introduce resilience into organisational structures

Key Points:

  • Resilience:
    • 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.
  • 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.