Resilience in the workplace

When facing clients, it is easy to become overwhelmed with despair. It is easy to become discouraged when serving without appreciation.

Sometimes people lack appreciation because they are going through their issues and burdens. Sometimes the people that you are serving are taking out anger on you because of their tribulations. It is important to maintain resilience in the workplace.

It is widely stated that human beings spend approximately one-third of their lives working. If you are going to spend one-third of your life at work, work needs to be a place of joy, not just survival.

Oxford dictionary defines resilience as being able to withstand or recover quickly from difficult conditions.

Benefits of resilience based on research studies:

·         Resilience leads to better performance, job satisfaction, and well-being.

·         Resilience contributes to increased work engagement, defined by vigor, dedication, and absorption in tasks.

·         Resilience fosters flexibility and openness to change, crucial for navigating organizational restructuring or technological disruptions.

·         Team resilience contributes to higher levels of creativity and team innovation.

How to maintain resilience in the workplace based on research studies:

·         Positive self-talk.

·         Persistence in pursuing goals despite obstacles.

·         The ability to recover quickly from failures.

·         Adequate sleep, exercise, and nutrition are essential for maintaining energy and psychological well-being, directly impacting resilience.

·         Continuous learning, mentoring, and skills training equip employees to manage change and uncertainty, reinforcing resilience.

Building resilience is essential for sustaining productivity, fostering innovation, and supporting employee well-being. Support a colleague who is going through a tough time. Let’s encourage each other to be resilient in the workplace.

References:

·         Luthans, F., Youssef, C. M., & Avolio, B. J. (2007). Psychological Capital: Developing the Human Competitive Edge.

·         Cooper, C. L., Flint-Taylor, J., & Pearn, M. (2013). Building Resilience for Success: A Resource for Managers and Organizations.

·         Luthans, F. (2002). Positive organizational behavior: Developing and managing psychological strengths. Academy of Management Executive, 16(1), 57-72.

·         Meichenbaum, D. (2017). The Roadmap to Resilience: A Guide for Military, Trauma Victims and Their Families.

·         Shin, J., Taylor, M. S., & Seo, M. G. (2012). Resources for change: The relationships of organizational inducements and psychological resilience to employees' attitudes and behaviors toward organizational change. Academy of Management Journal.

·         Vakola, M., & Nikolaou, I. (2005). Attitudes towards organizational change: What is the role of employees' stress and commitment? Employee Relations.

·         Carmeli, A., Friedman, Y., & Tishler, A. (2013). Cultivating a resilient top management team: The importance of relational connections and emotional resources. Industrial and Corporate Change.