How can you measure resilience in the workplace?

1 What is resilience?

Resilience is not a fixed trait that you either have or don't have. It is a dynamic process that involves your thoughts, emotions, behaviors, and interactions with others. Resilience can be influenced by various factors, such as your personality, values, beliefs, skills, experiences, resources, and support networks. Resilience can also vary depending on the context, the type and intensity of the stressor, and the duration and frequency of the exposure. Resilience is not about avoiding or denying problems, but about finding ways to overcome them and grow from them.

2 Why is resilience important?

Resilience is essential for both personal and professional well-being and performance. Resilient employees and leaders are more likely to maintain a positive outlook, adapt to changing situations, learn from their mistakes, manage stress and emotions, build healthy relationships, collaborate with others, innovate, and fulfill their potential. Resilience can also benefit the organization by increasing employee engagement and satisfaction, reducing absenteeism and turnover, improving productivity and quality, fostering a culture of trust and accountability, increasing customer loyalty and satisfaction, and strengthening the competitive advantage and reputation.

3 How can you measure resilience?

Measuring resilience in the workplace is a complex process, as it depends on the purpose, scope, and resources of the assessment. HR consultants typically use self-report surveys and questionnaires, interviews and focus groups, performance reviews and feedback, and psychometric tests and assessments to gain insights into resilience. Self-report surveys, such as the Connor-Davidson Resilience Scale (CD-RISC) and the Resilience at Work Scale (RWS), ask employees and leaders to rate their own levels of resilience or related factors. Interviews and focus groups provide a qualitative method for gathering insights into the strengths and weaknesses of resilience. Performance reviews and feedback can indicate how employees and leaders demonstrate resilience in their work roles. Lastly, psychometric tests, such as the Myers-Briggs Type Indicator (MBTI) or the Big Five Inventory (BFI), measure aspects of personality that are related to resilience.

4 How can you enhance resilience?

Measuring resilience in the workplace is not enough. You must take action to enhance resilience in yourself, your team, and your organization. HR consultants suggest developing a growth mindset to embrace challenges and seek opportunities for growth, practicing self-care to reduce stress and boost energy, building social support for emotional and informational assistance, seeking professional help for clarity and guidance, and creating a resilient culture to align vision and mission while providing a safe environment. These strategies and interventions can help you achieve greater resilience.

5 What are the benefits of measuring and enhancing resilience?

Measuring and enhancing resilience in the workplace can bring significant benefits to you, your team, and your organization. Improved well-being and happiness, increased motivation and engagement, enhanced performance and productivity, higher quality and innovation, better customer service and satisfaction, greater loyalty and retention, more effective leadership and teamwork, as well as a greater competitive edge and reputation can all be achieved. Resilience is not a luxury but a necessity in the workplace. By measuring and enhancing resilience, you can provide yourself, your team, and your organization with the skills and resources to thrive in the face of change and challenge.