Are you looking for ways to empower your employees to bounce back from setbacks and overcome challenges with confidence? Building resilience in the workplace is the key.
As an organization, you have the power to foster a culture of support, growth, and recovery. This culture can set your team up for success.
This post will reveal essential aspects and benefits of building workplace resilience. These aspects will empower your team to thrive in the face of change, setbacks, and challenges.
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Encourage Rest & Recovery
Rest and recovery play a crucial role in building workplace resilience and promoting employee performance.
Here’s the science behind taking breaks:
- Our brains move from full focus to mental fatigue every 20 minutes.
- Frequent breaks have been shown to improve focus, performance, and prevent decision fatigue.
- Quiet moments, coupled with inward reflection, positivity, and distance from your challenges can enable lasting insights. These insights or “a-ha” moments are critical to long-term organizational success.
The Connection Between Rest & Recovery and Resilience
In today’s fast-paced work environment, employees are expected to be constantly productive and available, often leading to burnout, fatigue, and decreased productivity.
When we’re overwhelmed, we need downtime to calm down mentally and emotionally. If we don’t have this time, the stress piles up and exhaustion and burnout happen.
Benefits of Rest & Recovery for Employee Wellbeing and Performance
Rest and recovery are crucial for employee wellbeing and performance. Here are some benefits of rest and recovery in the workplace:
Reduced Stress and Burnout
When employees are overworked and don’t have enough time to rest, they are more likely to experience burnout, leading to decreased productivity and engagement.
Encouraging employees to take microbreaks during the day, turn off work when they’re home, and use their vacation time can all help reduce stress and prevent burnout.
When employees are given time to rest and recharge, they are better equipped to handle stress, remain calm in challenging situations and bounce back from setbacks.
Improved Mental Health
Our brains use beta waves (those associated with stress) when we are performing mentally challenging tasks. If we continue with mentally challenging tasks throughout the day, beta waves build up.
When we rest and take breaks, beta waves get a break and different areas of the brain are used. In other words, taking time out prevents stress from building up in our brains.
When employees have time to rest and recharge, they are better equipped to handle stress and maintain a positive outlook.
Increased Creativity & Productivity
Have you ever noticed where and when you get your best ideas? Most of us get them when we’re relaxed – whether it’s driving, in the shower, or walking our dog.
Our brains are built to detect and respond to change. If there aren’t any changes, our brains gradually stop registering a sight, sound, or feeling. Therefore, it gets harder to focus.
Research in the journal, Cognition found that even a brief diversion from a task (aka a break) can dramatically improve a person’s ability to focus on that task for a prolonged period of time.
In addition to taking regular breaks, getting quality sleep is vital to performance. Good sleep helps us to think clearly, remember information, and make better decisions.
When we sleep, our brains integrate new information learned and associate it with the existing information that’s already stored. Sleep also helps us find creative solutions to our problems that we couldn’t think of during the day.
When we don’t get enough quality sleep, it impairs our “executive function”—a set of abilities we need to do well at work, and in all realms of daily life. It’s harder to pay attention, make logical decisions, and manage our emotions.
When well-rested, employees are able to maintain a higher level of focus and energy. This translates into greater productivity and creativity in their work.
Encouraging employees to take breaks and get quality sleep can lead to improved performance and better overall results.
Better Work-Life Balance
When employees have time to rest and recharge, they are better able to manage their workload and prioritize their personal lives. This can lead to increased job satisfaction and overall wellbeing.
Ways Organizations Can Encourage Rest & Recovery
Here are some ways an organization can encourage rest and recovery among employees.
Encourage Breaks
Organizations can encourage employees to take breaks throughout the day, allowing them to rest and recharge.
These breaks could be short, such as five or ten minutes every hour, or longer, such as a 30-minute lunch break. Even a two minute break can help!
Encouraging breaks allow employees to step away from their work and clear their minds. This can improve their productivity and creativity when they return to their tasks.
Offer Flexible Working Arrangements
Flexible working arrangements such as telecommuting or flextime can allow employees to better manage their workloads and balance their personal lives.
This can reduce stress and help employees feel more rested and refreshed.
Also, by allowing employees to work from home or set their own hours, organizations can help them avoid the fatigue that often comes with long commutes or rigid schedules.
Promote Healthy Lifestyle Choices
Encouraging healthy lifestyle choices such as regular exercise, healthy eating, and good sleep habits can help employees feel more rested and energized.
Organizations can support fitness breaks, walking meetings, or offer resources such as resilience training or meditation sessions to promote healthier habits.
Provide Adequate Time Off
Organizations should provide adequate time off for employees to rest and recharge.
This can include vacation time, sick days, personal days, or mental health days.
Providing ample time off can help employees feel valued and supported, which can positively impact their overall well-being and productivity.
Foster a Growth Mindset
Having a growth mindset is important for building resilience in employees. It allows them to approach challenges and setbacks with a positive and constructive attitude.
What is a Growth Mindset?
A growth mindset is a belief system that individuals can improve their abilities and skills through hard work, perseverance, and dedication.
People with a growth mindset believe that their intelligence, talents, and abilities are not fixed but can be developed over time.
This mindset is based on the idea that success is the result of effort and learning, rather than innate talent or intelligence.
Individuals with a growth mindset tend to embrace challenges and view them as opportunities to learn and grow.
They see failure as a natural part of the learning process and are not discouraged by setbacks.
Instead, they use setbacks as an opportunity to reflect, learn, and try again.
They believe that with hard work and persistence, they can overcome any obstacle and achieve their goals.
On the other hand, people with a fixed mindset believe that their abilities and talents are innate and cannot be changed.
They tend to avoid challenges and see failure as a reflection of their abilities.
They may give up easily when faced with setbacks and believe that they are not capable of achieving their goals. This mindset can limit an individual’s growth and potential.
Developing a growth mindset requires a conscious effort to change one’s beliefs and habits.
It involves a willingness to embrace challenges, take risks, and learn from mistakes.
It also requires a commitment to continuous learning and self-improvement.
By adopting a growth mindset, individuals can overcome obstacles, achieve their goals, and reach their full potential.
How Does a Growth Mindset Relate to Resilience in the Workplace?
A growth mindset is closely related to resilience as it enables individuals to develop the skills and attitudes necessary to overcome challenges and setbacks.
It involves developing coping strategies and being able to maintain a positive outlook in the face of adversity.
A growth mindset is an essential component of resilience. It provides individuals with the mental tools they need to face challenges with confidence and determination.
Individuals with a growth mindset view challenges as opportunities for growth and learning.
They believe that their abilities and skills can be developed through effort and hard work.
This belief enables them to take on challenges and setbacks with a positive and constructive attitude, rather than being discouraged by them.
As a result, they are more likely to persevere in the face of obstacles, and their resilience is strengthened.
A growth mindset also helps individuals to reframe their thinking about failure.
Instead of seeing failure as a reflection of their abilities, individuals with a growth mindset see it as a natural part of the learning process.
They use failures as opportunities to reflect, learn, and try again. This ability to learn from failures and setbacks strengthens their resilience and helps them to adapt to changing circumstances.
Finally, a growth mindset fosters a sense of optimism and possibility.
Individuals with a growth mindset believe that they can achieve their goals through hard work and dedication.
By cultivating a growth mindset, individuals can develop the resilience they need to overcome challenges and achieve their goals, even in the face of obstacles and setbacks.
Benefits of Promoting a Growth Mindset in the Workplace
Promoting a growth mindset in the workplace can have a range of benefits for both employees and employers. Here are some of the key benefits of cultivating a growth mindset in the workplace:
Increased Motivation and Productivity
When employees believe that their abilities and skills can be developed through effort and hard work, they are more likely to take on challenging tasks and be persistent in the face of obstacles.
This can lead to increased productivity and better performance.
Fosters a Culture of Continuous Learning and Improvement
When employees are encouraged to embrace challenges and view failures as opportunities to learn and grow, they are more likely to take risks and try new things. This can lead to innovation and creativity in the workplace.
Better Collaboration and Teamwork
When employees believe that everyone can learn and improve, they are more likely to seek out and value the perspectives of others.
This can lead to better communication and collaboration, as well as a greater sense of trust and respect among team members.
Better Employee Wellbeing and Job Satisfaction
When employees feel valued and supported in their efforts to learn and grow, they are more likely to be engaged and satisfied with their work.
As a result, organizations can benefit from increased employee retention rates and reduced turnover.
Ways organizations can promote a growth mindset
There are several ways that organizations can promote a growth mindset among their employees. Here are a few examples:
Provide Opportunities for Training and Development
Organizations can promote a growth mindset by providing employees with opportunities for training and development.
This can include workshops, courses, and mentoring programs that allow employees to develop new skills and knowledge.
By investing in their employees’ skills and knowledge, employers can signal that they value learning and growth.
Encourage Employees to Take on Challenging Tasks and Assignments
Employers can encourage employees to take on challenging tasks and assignments to help them develop their skills and confidence.
This can also help employees view challenges as opportunities for growth and development.
Employers can provide feedback and support to help employees succeed in these challenges.
Create a Culture of Learning and Development
Organizations can create a culture of learning and development by recognizing and rewarding employees who embrace a growth mindset.
This can include praising employees who take on challenging tasks, rewarding employees who develop new skills, and recognizing employees who learn from failures and setbacks.
By creating a culture that values learning and growth, employers can help employees feel valued and supported in their efforts to develop their skills and knowledge.
Model a Growth Mindset as a Leader
Leaders who model a growth mindset can set an example for their employees.
This can include sharing their own successes and failures, seeking out feedback and coaching, and demonstrating a willingness to learn and improve.
By modeling a growth mindset as a leader, employers can encourage their employees to do the same. This creates a culture of continuous learning and improvement in the workplace.
Clear & Consistent Communications
Our brains are wired to constantly try to predict what’s coming next.
When we can’t predict what’s next, our brains use considerably more resources to process everything around us.
This can lead to increased stress and anxiety, as our brains struggle to make sense of the situation.
When we have a clear understanding of what to expect in the workplace, our brains can more easily predict what’s next. This can help conserve mental energy and improve our ability to focus on important tasks.
Clear and consistent communication in the workplace can help our brains make these predictions by providing us with the information we need to anticipate what’s coming next.
It can also help reduce this stress by providing employees with a sense of predictability and control over their work environment.
This can ultimately improve employee resilience, as they are better equipped to handle unexpected challenges and adapt to changing circumstances.
By providing employees with regular updates on important issues and creating a sense of transparency, employers can help foster a culture of trust and collaboration.
This can help employees feel more connected to their colleagues and the organization as a whole, which can provide a sense of support and encouragement during difficult times.
Tips for Clear and Consistent Communications
Clear and consistent communication is essential for a successful workplace, but achieving it can be easier said than done.
Here are some tips for promoting clear and consistent communication in your organization:
Use Multiple Channels
Not everyone absorbs information in the same way, so it’s important to use multiple channels to communicate important information.
This might include email, team meetings, video conferences, and even social media.
By using multiple channels, you can ensure that all employees have access to the information they need, regardless of their preferred method of communication.
Be Transparent
Transparency is key to building trust and fostering a positive workplace culture.
Make sure that employees understand the reasoning behind important decisions and are kept informed about any changes that might impact their work.
Even when you don’t have all the answers, let them know that. If possible, offer a timeline of when you expect to know more and if you still don’t know more then, communicate it. When employees don’t have information, they will be left to fill in the gaps (and it’s not usually positive).
Encourage employees to share their own ideas and perspectives, and be open to feedback from others.
Use Plain Language
Jargon and technical terms can be confusing and alienating for employees who are not familiar with them.
To promote clear and consistent communication, use plain language that is easy to understand.
This will help ensure that all employees are on the same page and can communicate effectively with one another.
Be Proactive
Don’t wait until a problem arises to communicate with employees.
Instead, be proactive in your communication efforts by providing regular updates on important issues and fostering an environment of transparency and collaboration.
This can help prevent misunderstandings and reduce the risk of conflicts or miscommunications down the line.
The Role of Leaders in Clear and Consistent Communications
Leaders play a critical role in promoting clear and consistent communication in the workplace.
As the individuals responsible for guiding their teams, leaders must prioritize open and transparent communication to foster a positive and productive work environment.
One of the key ways that leaders can do this is by setting expectations for communication among team members.
Leaders should encourage their employees to communicate openly and honestly with one another. They should also establish regular channels for sharing updates, feedback, and concerns.
By doing so, leaders can help create a culture of trust and transparency. This can ultimately improve employee resilience and reduce the risk of miscommunications or conflicts.
Leaders also have a responsibility to model clear and consistent communication themselves.
This means communicating regularly with their team members, being transparent about important issues, and providing constructive feedback to employees on their work.
By modeling these behaviors, leaders can set the tone for the rest of the organization and create an environment where clear and consistent communication is valued and prioritized.
Finally, leaders should recognize the importance of communication in promoting employee resilience.
When employees feel informed, supported, and valued, they are better equipped to handle unexpected challenges and adapt to changing circumstances.
By prioritizing clear and consistent communication, leaders can help improve employee morale, reduce stress and anxiety, and ultimately foster a more resilient and productive workforce.
The Benefits of Clear and Consistent Communications for Resilience in the Workplace
Clear and consistent communication in the workplace can have a number of benefits, including improved employee resilience.
When employees feel informed and supported, they are better equipped to handle unexpected challenges and adapt to changing circumstances.
Here are some specific ways that clear and consistent communication can promote resilience in the workplace:
Reducing Uncertainty
When employees are uncertain about their roles, job expectations, or the direction of the organization, it can lead to stress and anxiety.
Clear and consistent communication can help reduce uncertainty by providing employees with the information they need to understand their role in the organization and feel confident in their ability to do their job.
Building Trust
Trust is a critical component of resilience. Clear and consistent communication can help build trust among employees and between employees and their leaders.
When employees feel that their leaders are open and transparent with them, they are more likely to trust in the decisions that are being made and feel confident in their ability to weather any challenges that come their way.
Encouraging Collaboration
Clear and consistent communication can also encourage collaboration and teamwork among employees.
When employees feel that they are part of a cohesive team that is working towards a common goal, they are more likely to support one another and work together to overcome any obstacles that arise.
Improving Job Satisfaction
When employees feel valued and engaged in their work, they are more likely to feel motivated and committed to the organization, even in the face of adversity.
Promote Relationship Building to Improve Workplace Resilience
Relationship building is a critical component of building resilience in the workplace.
When employees feel connected to one another and to their leaders, they are more likely to feel supported, engaged, and motivated in their work.
Why Relationship Building is Important for Building Resilience in the Workplace
Social support
Building positive relationships in the workplace can provide employees with a sense of social support. This can help them cope with stress and adversity, as they have someone to connect with to get through the hard times.
When employees feel that they have people they can turn to for help or advice, they are better equipped to handle challenging situations and maintain a positive outlook.
Collaboration
Relationship building can also promote collaboration and teamwork among employees.
When employees feel comfortable working with one another and sharing ideas, they are more likely to come up with creative solutions to problems and support one another through difficult times.
Trust
Trust is a key component of resilience, and building strong relationships can help foster trust among employees and between employees and their leaders.
When employees trust their colleagues and leaders, they are more likely to feel confident in their ability to handle unexpected challenges and adapt to changing circumstances. According to Gallup research, employees who trust their employers experience 74% less stress and 40% less burnout.
Job Satisfaction
Finally, relationship building can improve employee job satisfaction, which in turn can promote resilience.
When employees feel valued and supported by their colleagues and leaders, they are more likely to feel motivated and committed to their work, even in the face of adversity.
Strategies for Promoting Relationship Building in the Workplace
Promoting relationship building in the workplace is essential for building resilience and creating a positive work environment.
Here are some strategies that organizations can use to promote relationship-building:
Encourage Team Building Activities
Team-building activities can be a great way to encourage relationship-building among employees.
Activities like team lunches, social events, or team-building exercises can help employees get to know one another outside of the workplace and build stronger connections. If at all possible, schedule these activities during work time.
Before scheduling activities, get team input on what they’d like to do. Team members can alternate planning these events or plan them together, instead of it always falling on the leader.
Foster Open Communication
Open and honest communication is essential for building trust and promoting positive relationships in the workplace.
Encourage employees to share their ideas, concerns, and feedback with one another and with their leaders.
Leaders should also strive to be transparent and open in their communication with employees.
Provide Opportunities for Collaboration
Collaborative projects and initiatives can also help promote relationship-building in the workplace.
By working together on a common goal, employees can build stronger connections and learn to appreciate one another’s strengths and abilities.
Lead by Example
Leaders should lead by example when it comes to relationship building.
By showing an interest in their employees’ lives and well-being, and by fostering a supportive and positive work environment, leaders can set the tone for strong relationships and build trust among employees.
The Benefits of Relationship Building for Employee Resilience
Relationship building is an essential component of workplace resilience and can provide a number of benefits for employees and organizations.
Here are some of the benefits of relationship building for workplace resilience:
Increased Social Support
By building strong relationships with their colleagues, employees can create a sense of social support that can help them cope with workplace challenges and stressors.
This support can come in the form of emotional support, practical assistance, or just having someone to talk to when things get tough.
Improved Communication
Relationship building can also improve communication in the workplace.
By fostering open and honest communication among team members, employees can share their ideas, concerns, and feedback more easily, which can help to prevent misunderstandings and conflicts.
Enhanced Problem-Solving Skills
Strong relationships can also enhance employees’ problem-solving skills.
By working collaboratively with their colleagues, employees can draw on each other’s strengths and abilities to develop creative solutions to workplace challenges.
Increased Job Satisfaction and Motivation
Finally, relationship building can increase job satisfaction and motivation among employees.
By feeling connected to their colleagues and valued by their organization, employees are more likely to feel satisfied with their work and motivated to perform at their best.
Connect Employees to Your Company’s Mission
Connecting employees to the company’s mission is essential for creating a sense of purpose and meaning in their work.
The Importance of Connecting Employees to the Company’s Mission
When employees understand and are aligned with the company’s mission, they are more likely to feel motivated, engaged, and invested in their work.
Harvard Business School researchers found that companies whose employees feel a sense of purpose at work and believe their leaders set clear direction and expectations outperform the stock market by 6.9%.
When employees feel that their purpose is aligned with the organization’s purpose, there is stronger employee engagement, heightened loyalty, and a greater willingness to recommend the company to others.
When employees feel connected to the company’s mission, they are also more likely to feel a sense of ownership and responsibility for the success of the organization.
This can help to foster a culture of collaboration and teamwork, as employees work together to achieve shared goals.
In turn, this sense of collaboration and teamwork can help to build resilience, as employees feel supported and motivated by their colleagues.
Strategies for Connecting Employees to the Company’s Mission
Connecting employees to the company’s mission is a key strategy for building engagement, motivation, and resilience.
Here are some strategies that organizations can use to help employees connect with the company’s mission:
Communicate the Company’s Mission Regularly
Leaders can communicate the company’s mission through regular emails, town hall meetings, and other communication channels.
This helps to reinforce the mission and ensure that it is always top of mind for employees.
Align Individual Goals with the Company’s Mission
Leaders can help employees understand how their individual goals and objectives align with the company’s mission.
This helps employees see how their work contributes to the larger picture and reinforces their sense of purpose.
Recognize and Celebrate Successes
Leaders can recognize and celebrate when employees achieve goals that are aligned with the company’s mission.
This reinforces the importance of the mission and encourages employees to continue to work toward its fulfillment.
Offer Opportunities for Involvement
Leaders can provide opportunities for employees to get involved in projects and initiatives that are aligned with the company’s mission.
This helps employees feel connected to the mission and gives them a sense of ownership and responsibility for its success.
Provide Training and Development
Leaders can provide training and development opportunities that help employees understand the company’s mission and how their work contributes to its success.
This helps employees see the larger picture and reinforces their sense of purpose and connection to the company’s mission.
The Benefits of Connecting Employees to the Company’s Mission
One of the key benefits of connecting employees to the company’s mission is that it fosters a sense of meaning and purpose.
When employees feel that their work is aligned with a larger purpose, they are more engaged and motivated, and more likely to persevere through challenges and setbacks.
When employees understand how their work contributes to the broader goals of the organization, they feel that their efforts are valued and that they are making a meaningful contribution.
This sense of purpose can help employees to weather the ups and downs of their work with greater resilience, as they are more likely to view challenges as opportunities for growth and learning.
Connecting employees to the company’s mission can also foster a sense of belonging and community.
When employees share a sense of purpose and direction, they are more likely to feel connected to one another and to the organization as a whole.
This can lead to greater collaboration and teamwork, and a greater sense of support and encouragement in the face of challenges.
Finally, connecting employees to the company’s mission can help to promote innovation and creativity in the workplace.
When employees understand the larger goals of the organization, they are better able to think creatively about how to achieve those goals.
This can lead to new and innovative approaches to problem-solving. This can help organizations to adapt and thrive in the face of uncertainty and change.
Acknowledge & Make Space for Emotions
The workplace can be a stressful environment, with employees facing changes in company direction, reorganization of teams, constant deadlines, competing priorities, and interpersonal conflicts.
As a result of the stress, emotions often come out at work, impacting performance, relationships, and overall wellbeing.
Acknowledging and making space for emotions is essential to help employees cope with these stressors and build resilience.
As the late Sigal Barsade said, “Every organization has an emotional culture, even if it’s one of supression”.
The Importance of Making Space for Emotions in the Workplace
Acknowledging and allowing emotions to be expressed in a safe and supportive environment makes employees feel seen and heard.
This can help to reduce feelings of isolation and disconnection and promote a sense of belonging.
A 2021 study found that when a supervisor showed concerns for others’ emotional state, it built trust.
This happened even if the supervisor misread the emotion as negative (when the person was feeling positive).
On the flipside, when the negative emotions weren’t addressed, there was a decrease in trust.
When employees feel that their emotions are valued, they are more likely to engage with their work and with their colleagues. This can lead to greater job satisfaction and retention.
Acknowledging and making space for emotions also promotes self-awareness and emotional intelligence.
Encouraging employees to recognize and express their emotions helps them become more attuned to their own emotional states and better able to regulate their responses to stress.
This can help employees to manage their emotions more effectively and respond to challenging situations in a more productive and positive manner.
Finally, acknowledging and making space for emotions can lead to greater creativity and innovation in the workplace.
Giving employees the space to express their emotions increases the likelihood of them sharing ideas and collaborating with colleagues.
This can lead to new insights and approaches to problem-solving, and help organizations to adapt and thrive in an ever-changing business landscape.
Strategies for Making Space for Emotions in the Workplace
Understanding your emotional culture is the first step. How does your organization address emotions?
When employees express disatisfaction, how is it addressed?
If the company is going through hard times, do leaders communicate about it?
Does your company reward people who always see the bright side and don’t bring up problems?
If your company is not one to acknowledge or address emotions, you may want to start small and understand where the emotional supression is steming from.
Here are a few strategies for creating a workplace culture that acknowledges and makes space for emotions:
Offer Employee Listening Sessions
Continually listening to your employees can help you keep a pulse of what’s going on in your organization.
These listening sessions should be followed up with what can be acted upon and what can’t.
If you can’t take action on these listening sessions, bypass this step.
If your employees spend time offering their perspective and you don’t do anything with the information, then it will break trust and stop your employees from sharing.
Model Vulnerability and Authenticity
Leaders who share their own emotions and vulnerabilities with their teams create a culture where emotions are seen as a natural and valid part of the work experience.
Leaders can set the tone for emotional openness by sharing their own experiences of stress, anxiety, or failure, and by expressing empathy and support for others who may be struggling.
Leaders can also create space for their teams to surface concerns about projects, company changes, or work conflicts.
It’s not the leaders job to solve the problems surfaced, but rather to offer time and opportunity to express emotions without penalty.
Provide Resources and Support for Employees who are Struggling with Difficult Emotions
This might include access to mental health services, employee assistance programs, or other resources that can help employees manage stress, anxiety, or other emotional challenges.
It’s not the leader’s job to be a therapist or provide counseling to their employees.
It is a leader’s job to express concern for their team member and refer to the appropriate resources. Being well versed on available company resources can help the leader in that situation.
Promote a Culture of Mindfulness and Self-Awareness.
By encouraging employees to cultivate practices like meditation, yoga, or journaling, organizations can help employees to build resilience and manage their emotions more effectively.
Mindfulness practices can also help employees to develop greater self-awareness and emotional intelligence, which can support more effective communication and collaboration in the workplace.
Create Opportunities for Emotional Expression and Processing
This might include regular team meetings where employees can share their feelings and experiences, or team-building activities that promote emotional connection and support.
By creating a safe and supportive space for emotional expression, organizations can help employees to feel more connected and engaged, and better equipped to cope with the challenges of their work.
Free Download
Download our free guide, “6 Tips to Boost Workplace Resilience” to help your employees become their most resilient selves today!
Conclusion
Building workplace resilience requires creating a supportive work environment that encourages rest and recovery, promotes a growth mindset, and facilitates relationship building.
Organizations that prioritize clear and consistent communication, connect employees to their company’s mission, and acknowledge and make space for emotions can help their employees thrive in the face of adversity and challenges.
By implementing the tips in this article, organizations can support the well-being and success of their employees.
