This is the truth about business: Businesses thrive on individuals – from the owner/founder to the executive, to employers down to employees. However, the bulk of business growth is centred around the level of employees’ competence and resilience.
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Whether as a mega-corporation or a young startup, having the right team might spell success for you. However, having the right team goes beyond hiring skilful employees. You can hire the best and the most skilled people in your workforce, yet during difficult times, your army of employees might slack, which in turn will affect your business negatively.
This is why business owners must focus on building a resilient team, especially in difficult times like the COVID-19 pandemic and even beyond. Aside from experiencing challenges like the pandemic, companies are liable to face challenges occasionally such as global economic meltdown or depression, and it takes a resilient company to thrive in such periods.
Little wonder, less resilient companies fold up during tough times. It’s, therefore, safe to say that resilient teams create resilient businesses.
In this article, we are going to focus on four ways to building a resilient team.
Effective Communication Chain And Flow
One of the ways to build a resilient team or workforce is to have a structure or system that enhance robust communication between employers and employees. Studies show that employees who get carried along with information from employers tend to perform than where there is a poor flow of communication between the leadership and the employees. With the changes experienced in the business world due to the COVID-19 pandemic, where employees are made to work remotely, establishing a strong link for effective communication cannot be overstated. Due to the fact that the traditional model of physical association has been gradually eliminated by the pandemic, remote workers tend to grow bored and tired with work overtime. So having a point where workers are encouraged through other virtual mediums is essential.
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Create Alignment Between Company’s Mission And Employees’ Values
If you want to have employees that’ll be perpetually interested in advancing your company’s mission and vision, then you must ensure that their values are in tandem with that of your company’s. I’ve always worked with companies whose missions align with my values. When there’s a strong culture in place, employees are better informed on what the company is in for and as such, work in line with the company’s mission. Furthermore, a company where employees’ values are taken into consideration when employing can help in selecting workers who’re likely to be resilient in future. Also, companies who want to retain a resilient workforce must put in place rewards systems that encourage employees to sustain their values.
Companies that retain a resilient workforce invest greatly in their employees. They provide employees with the right tools and working environment. Resilient companies have platforms for training and retraining employees, providing necessary resources that facilitate ease of work. Challenging times are often periods when companies tend to slow down on empowering workers, however, the smartest companies continue to train and empower employees with the right skills to navigate challenging times and of course, prepare them for the post-challenging period. As a matter of fact, training employees during crisis period infuse some positive spirit in them as it guarantees them their place in the company.
Brilliant companies provide support to employees during periods of crisis. This support includes financial, emotional and technical support. To better encapsulated this, companies should have support systems in times of emergencies. These support systems will help employees adapt quickly in times of crisis. Furthermore, companies must be quick to adopt changes that’ll sustain resilience amongst employees. For instance, during the pandemic, companies provided emotional support through medical and psychological advisory platforms on how to stay safe and sane.
Featured Image Source: Harvard Business Review
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