Is Your Workforce Resilient? Here Are Some Tips To Make It So

Workforce resiliency – what is that?

Resiliency is defined as, “Our capacity to bounce back.” I define it as “Our capacity to increase the quality of our experience and the outcomes.”

Creating and maintaining a resilient workforce takes vision, mission, diligence and resources. In a world of work that is experiencing global competition, key issues include:

  • Attracting top talent
  • Keeping talent engaged
  • Moving from training to talent management
  • Treating career development seriously
  • Acknowledging the costs and efforts to manage mental health and chronic health issues
  • Changing HR function

Workplace Productivity

The potential organizational paybacks of having resiliency as a key set of factors are impressive. They enhance workplace productivity and lower costs for:

  • Recruitment
  • Safety
  • Retention
  • Lowering the cost of physical health issues

In the world of work keeping staff and organizations on an even keel takes time and effort. Each client I have worked with has been on a path of diligently working to gain staff, management and supplier engagement. As well, they are ensuring high quality and congruent approach. They have ranged in size from a small software startup with a staff of seven, to an international firm with an excess of 10,000 employees. Also, I have worked with governments, NGO’s, health care and educational organizations and they all are challenged by this.

Workforce Resilience: How Is This An Issue?

One international client started off locally by hiring several facilitators. They had 900+ employees brainstorm the key factors they wanted to have introduced, changed or released in the workplace. Spouses were also invited to participate. They were prompted to discuss workplace culture and “missing links.”  Spouses were asked to add insights on the next steps that would make their partners in being happier and more productive.

One of my smaller clients in retail made a bold category-busting move. They decided to break all industry pay-scale standards. Over time, they started rewarding staff who had stayed more than a year, about 20 – 60%, above industry standard. Productivity went up significantly and retention soared. The last time I checked, the owner reported that his business was at a factor of six times the national average for productivity. It was at only 9% of the national average for damaged and broken products.

The clients that made successful use of technology to assist in their business, felt this helped better engage their employees. One had a toll-free line installed so staff could call to learn late-breaking corporate news. There they heard from the President, all VPs and on occasion. Also, a few key customers took turns sharing brief 30 – 120 seconds thoughts on current corporate and marketplace news.

An example of one client’s approach

  • Staff developed mini educational programs 12 minutes in length, which they present at weekly meetings.
  • Leadership developed a tightly woven vision statement. It was created as a powerful message that drives the three key points of their mandate to their staff, suppliers and management team.
  • All employees conduct 15-minute meetings at the beginning of every work shift to recap key issues.

workforceHow Is This Helpful?

Having and creating from the bottom up and the top-down, plus having suppliers and spouses on board helps. This is particularly true when:

  • Spouses understand that safety in the workplace is not just “talk” and that in heavy-industry lives are at stake and that things change.
  • Sales teams are on board with the approach.
  • Quality Control understands that its role is about how products need to be perfect.
  • People need to strive for excellence things change for the better.

The use of encouraging language brought everyone into the loop on the “Language of Resiliency” and using it to change for the better.

For my clients the payoffs have included: reduced cost of production, increased quality, higher sales, more stable market share, reduced absentee rates and according to one General Manager, “more happiness” in his offices.

The cost of ignoring the warning signs and not becoming a resilient organization has many potential outcomes. All of them are expensive. I do know that organizations and individuals that embrace resiliency in the workplace respond to and resolve issues faster with less turmoil.

So until next time, Imagine Yourself with more Resiliency for Life.

Michael

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