Does a New Year always mean a New You – Resilience in the Workplace

As the New Year begins and we make those reoccurring resolutions to take better care of ourselves, how do we make sure these last longer than the third week of January.

Building resilience at work takes practice, time and self-reflection to make it more of a personal endeavour rather than a work-based task. In its simplest form, resilience means having the capacity to recover after facing challenges and barriers. Resilience at work can include dealing successfully with stress, setbacks, and disappointments. Being resilient can improve your performance and help you achieve success in a variety of professional situations.

There are a few things which you can do personally to help build on your professional resilience.

  • Manage your emotions – if things get stressful, take a moment to calm down and find ways to effectively manage your emotions.
  • Try and be flexible – Be ready to take a new route or be able to adapt to change.
  • Believe in yourself – Mind motivation can help to complete tasks and build your confidence.
  • Make use of what you have – Remain resourceful and seek solutions.
  • Embrace change – Take change as an opportunity to learn and grow.
  • Create opportunities – You will learn more about yourself moving forward and building on the positives.
  • View feedback as a learning opportunity – Take criticism with grace and move forward.

Some of the above could be easier said than done, but as a supportive employer, you can help build and maintain resilience within your workplace.

Employers and people managers should understand their employees needs and concerns in order to keep people feeling supported and motivated. They should be able to identify what some of the workplace stresses are within their environment. Being observant and holding regular line manager check ins with colleagues sounds small but goes a long way. For those individuals who are not keen on opening up, anonymous satisfaction/feedback surveys can be a useful way forward in some circumstances.

A resilient workplace requires leadership buy-in as employees are more likely to participate in resilience programmes when the organisation’s leaders are involved, as it shows that are committed to their personal wellbeing. However, we cannot forget that managers are their own individuals dealing with their own day-to-day stresses. They themselves will need to know what their responsibility is whilst at the same time feeling reassured themselves.

At Futureproof we have recognised that when it comes to resilience in the workplace a one size fits all approach is not the most impactful way forward so we have developed our resilience workshops to focus on the Employee and the Manager so that support can be tailored around responsibility. Learn more by clicking here:

Developing Resilience for Managers

Developing Resilience for Employees

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