No matter what the pandemic has thrown at organizations, why did some teams acclimate and come back stronger and quicker than others? Resilience is the answer.
Developing a resilient workforce doesn’t occur overnight. It’s also difficult to convert teams to become really resilient if this trait isn’t already ingrained in the company’s DNA. It’s much more difficult to do so during challenging times.
Organizational resilience is not a new concept. Globalization has just elevated it to a new level — the COVID-19 outbreak being the perfect storm. The capacity to bounce back is important not only for surviving hardship but also for thriving at work.
Here are some ways for organizations to improve their employees’ resilience during these trying times.
Pay attention to the team
As hybrid work settings become the norm, it’s more important than ever for leaders to actively create and deepen connections with their team members, whether they are in the office on a daily basis, intermittently, or perhaps sometimes. When teams went remote early in the pandemic, it was vital to over-communicate and check in to offer care and support. However, as time passed, several teams abandoned this practice. While new tools have made virtual and asynchronous work simpler for scattered teams, developing human relationships virtually requires more sustained effort.
Leaders should plan time in their schedules to check in with their team members on a regular basis. To prioritize time with teams and give them a feeling of purpose, leaders must schedule one-on-one meetings, skip levels, and town halls. This may entail doing virtual calls weekly, but there are many other methods to build in devoted time with the team.
Also Read: How CIOs can better manage a New IT team
Make an effort to be adaptable
Changes in systems, structures, and procedures were required to keep an organization afloat throughout the pandemic. Businesses should emphasize adaptation as a means of increasing team resilience and allowing employees to take part in problem-solving.
By assisting employees in developing problem-solving methods, they will be able to perceive challenges as simple puzzles that can be solved. They will have a better understanding of how problem-solving necessitates the use of distinct techniques that may be tried to determine which one works best.
Businesses should make it a priority to assist their employees in developing an attitude that allows them to be resilient while remaining cheerful, energetic, and adaptable to change. Encouraging a growth mentality in the teams will improve their inventiveness and capacity to remain engaged in the face of adversity.
Consider overlapping abilities
Businesses should think about what capabilities their workforce has in a 24-hour workday vs what talents they have in general. They may not always be able to predict an event, but they can ensure that certain skill sets are shared amongst teams.
To detect any gaps, businesses should create a skills matrix and correlate it to the demands of their global consumers. For example, if a team is supporting a specialized product for a customer, the skill set required to support that product should be accessible not just in their timeframe, but also in surrounding time zones. This makes sure that new team members who can help with a crisis are never more than a territory away, which might be the difference between a disgruntled and a delighted customer. Passing the baton in a relay race – not a microphone drop – should be the way to go when it comes to service concerns and other responsibilities.