How can you build resilient teams at work?
It goes without saying that building a resilient workforce happens intentionally, not accidentally. Leaders should ensure that appropriate support is offered to help employees overcome obstacles and organisational challenges as smoothly as possible. Here are some ways in which leaders and managers can help employees become more resilient:
Check in with your team
It would be a really good idea if managers had the chance to check in with all employees in private during a challenging time. You might have employees who have very low resilience and might feel particularly vulnerable if they have no support when going through a difficult time. If you know that some people are more crucially affected than others, make them a priority. Follow up on their wellbeing, ask questions, and let them know you care. During difficult moments, mental health should always be a priority, even before productivity goals.
Besides listening, leaders should also be ready to ask the right questions. This would allow them to see how they can offer mental health support. Bear in mind that some people might be reluctant to ask for help or talk about their feelings at work. For this reason, it is best to prepare some questions that open up a dialogue during crises and difficult times, such as:
- How can I best support you at this moment?
- Is there anything, in particular, you need at this moment?
- What is something we could provide right now to make the situation a bit better for you?
- Do you have any questions for us you think we could answer for you?
- Do you have any feedback or suggestions for how we could handle this situation better?
Identify vulnerable areas in your team
Resilience in the workplace starts with knowing your team’s weak areas. Where do they tend to get stuck? Where have they shown consistent underperformance? As a leader, becoming aware of your employees’ weak and vulnerable areas is crucial for building resilient teams. Instead of assuming that everyone excels at the same tasks, start digging deeper into what might affect your team’s ability to undergo difficult times.
Take a look at each team member’s performance outside of the team structure to determine where they are strong and weak on their own. You may see consistency among those strengths and weaknesses working in the team or out of it; or you may discover that some employees have a different set of strengths and weaknesses when working independently versus working in a team structure.
Provide individualised mental health support
Employers should understand that different employees have different mental health needs and coping strategies. General mental health initiatives are great. However, they might still be inefficient in addressing individual mental health struggles.
Therefore, leaders and employers need to take the time to better understand how they can show support to each individual within an organisation to build resilience.
This can also be achieved by providing access to one-on-one support with a mental health professional. Therapy is confidential, effective, and tailored to the unique needs of an individual. It is also a great tool to cope with stress and challenges, obtain emotional support and engage in efficient problem-solving strategies.
Digital mental health providers such as SupportRoom offer flexible workplace therapy that can be accessed anytime. This can be highly valuable, especially in times of crisis when people need someone to talk to, at any time.
Resilience is no longer something we can neglect when it comes to job performance, especially in the uncertain times that affect us right now. As the last social events have shown us, adverse times make us all vulnerable. But when we have a high degree of resilience, we can cope with them a lot better and come out stronger.