You cannot be constantly worrying if you are going to lose customers and spiral into being unproductive, especially with technology being as advanced as it is. As a leader, you may be wondering if you are being innovative enough and employees may feel they are becoming irrelevant when the next corporate changes come around. Being resilient speaks to being able to bounce back into shape despite the conditions that may befall you.
As leaders and managers, you must recognize the struggle and potential suffrage that team members might be experiencing. This is when you can expect low levels of organizational resilience and feelings of being unable to carry on.
Find ways to help employees understand that it is okay to be feeling this way, to feel unproductive, at a loss. Next, encourage them to share their feelings, ideas, and opinions more directly. That is because it takes more than just sitting on your office ergonomic chair to fix things. It is through acknowledging the organization’s position, working together, and being resilient. That is how the company is going to survive.
What is Organizational Resilience?
Resilience in an organization is its ability to prepare for, anticipate, respond, and adapt to gradual changes and unexpected disruptions. Doing so we not only survive, but also to prosper and soar. It goes beyond risk management and displays a more holistic picture of the organization’s health and success. A resilient organization survives the disruptions, thrives, and is always ready for the future.
Many future companies may be stronger than yours and even your competitors too, but for a company to be resilient and survive the future, it must become the future even before the future arrives.
How to Build a Resilient Organization
As a manager, you must build employees’ organizational resilience and inventive work behaviours, as employees that are engaged can adapt to the needs and demands of the company while learning new skills for themselves. It also boosts a company’s ability to adjust to change when it comes. Here are some simple ways to build organizational resilience in your workplace:
Concentrate on the Positive
While it may seem hard, find and emphasize the positive experiences you, the organization, or team members have. Create a vision board with all the accomplishments for everyone to see or send an email to the team acknowledging its hard work. Celebrate small wins too!
Have Defined Values and Culture
These serve as the core of your organization. Strong values and culture could be your organization’s weapon in building organizational resilience as it speaks to the expected behaviours and efforts of employees to keep the business standing.
One At a Time
Juggling multiple changes is not as easy as using your office standing desk. It can be overpowering and frustrating. Remember Rome was not built in a day, so handle your change by attending to the long-term objectives and execute your game plan using the established steps.
Create Some Time
Set limits to the time of meetings and allow employees some uncommitted time, especially those in your hybrid workforce who may be working remotely. Give persons time to escape, breathe, stretch, move about, refill their cup, and just meditate. Surprisingly, this simple time management hack can lift spirits and energies.
Have Happy Hour
Get the team together for organizational resilience. Though everyone may be busy, a few hours cannot hurt to relax and chill. If it is a hybrid work model, happy hour can be virtual as it may be hard to round up everyone. Play a few games and laugh out loud.
Change is not easy. As managers, be vocal about appreciation and encouragement. Take the time to train, coach, and supervise team members with questions to make it all make sense. Get engaged, recognize the risks and challenges surrounding the changes, be excited about attempts and suggestions, and do not acknowledge only success.
Provide Updated Infrastructures and Systems
Having all the right and latest office equipment allows the company to function in any condition. As technology advances, so should your operating systems.
A Model for Organizational Resilience Maintenance
Guiding and managing teams through a crisis is no walk in the park, regardless of how prepared you thought you were. The talent optimization model provides an efficient framework for formulating strategies for your organization and allowing it to persevere in the face of any obstruction.
Designing Your Organization to Your Strategy
You start by defining the company’s strategy, as well as aligning the leadership team and culture. In times of a crisis, you may have to re-strategize for the present circumstances.
Encourage Employee Performance
A carefully crafted plan is needed to maintain and improve employee productivity, performance, and productivity. You need procedures and that aim to empower leaders to be effective in building individual performance and collaboration to ensure resilience.
Detect Engagement Problems
There is no way you can act or apply resources and solutions for organizational resilience if you are unaware of what the issues are. In this phase, you assess and measure the performance of the employees to identify what are the blockers to productivity, so you can address the underlying problems.
In a crisis, you must exert extra effort in maintaining employee engagement and attending to problems before they get to a damaging state.
Adjust Your Hiring Strategy
When the business’ context changes, you need to adjust job requirements to ensure that the employees doing them can thrive in regular situations as well as they can when the stakes are a bit higher.
This means that the HR management team needs to spend time establishing and maintaining a standard that facilitates hiring the right people and developing them to fit this business optimally.
Organizational Resilience Training
At all levels of management, resilience is needed, so you never forget to be empathetic, trusting, and accepting as you work through heightened tension, fear, and anxiety. There are worldwide workshops series, training courses, and conferences that teach and allow managers and teams to get the assistance and support needed to protect against and survive the storms, which means emerging stronger than before.
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