{"id":2491,"date":"2020-04-17T21:24:17","date_gmt":"2020-04-17T21:24:17","guid":{"rendered":"https:\/\/blog.bullseyeengagement.com\/test\/?p=2491"},"modified":"2020-04-27T15:37:32","modified_gmt":"2020-04-27T15:37:32","slug":"resilient-workforce","status":"publish","type":"post","link":"https:\/\/www.bullseyeengagement.com\/blog\/resilient-workforce\/","title":{"rendered":"The Two Things Leaders Need to Know about Creating a Resilient Workforce"},"content":{"rendered":"

As we move forward through these trying times, there\u2019s one thing every organization could use more of: resilience.\u00a0<\/span><\/p>\n

Resiliency
\n(n) an ability to recover from or adjust easily to adversity or change<\/i>\u00a0 (Merriam-Webster<\/a>)<\/strong><\/p>\n

While becoming more resilient is largely a personal journey, employers and HR professionals still have the power to support workers at an organizational level to better prepare them to overcome challenges. <\/span>
\n<\/span>
\n<\/span>How? <\/span>By focusing on employee engagement and effective communication.\u00a0<\/span><\/p>\n

An organization with engaged workers and good communication practices is set up to not only survive, but also to <\/span>thrive. <\/span><\/i>
\n<\/span>
\n<\/span>These factors not only help an organization improve productivity, profitability, and quality\u2014they are also the building blocks for overcoming complex challenges.<\/span><\/p>\n

Read on to find out how to boost resiliency in your organization by leveraging employee engagement and communication…<\/span><\/p>\n

P.S. We just released an entire (*free*) <\/span>eBook<\/span><\/a> about this topic if you\u2019d like to dive a little deeper. <\/span>\u00a0Go here to download Creating a Resilient Workforce: Engagement and Communication are Key<\/span><\/a>.<\/span><\/h6>\n


\nWhy employee engagement matters<\/strong><\/h2>\n

Engaged employees stick around through tough times\u2014and they\u2019re up for the challenge!<\/span><\/p>\n

Companies with engaged employees are better positioned for changing market conditions and possible challenges. When employees are highly engaged, they view the organization\u2019s problems as their own.\u00a0<\/span><\/p>\n

Even in difficult times, engaged employees stay motivated because they feel a personal responsibility for the success of the organization (Lombardo, 2014).<\/span><\/p>\n


\nHow to improve employee engagement<\/strong><\/h2>\n

According to <\/span>ADP Research<\/span><\/a> on global engagement, these two factors have the biggest influence on employee engagement:\u00a0<\/span><\/p>\n

#1 – Teamwork
\n#2 – Trust in Team Leaders<\/strong><\/p>\n

Employees who say they are on a team are <\/span>2.3 times more likely to be fully engaged<\/b> than those who do not work in teams (Chumney, Hayes, Wright, & Buckingham, 2019).<\/span><\/p>\n

Additionally, a worker is <\/span>12 times more likely to be fully engaged<\/b> if he or she trusts the team leader. Workers trust team leaders when they feel clarity about expectations and their strengths are recognized (Chumney, Hayes, Wright, & Buckingham, 2019).<\/span><\/p>\n

 <\/p>\n

Build a culture of teamwork<\/strong><\/h2>\n

It\u2019s not enough for leaders to inspire and align their teams. They also need to be good at connecting teams together and sharing information.<\/span><\/p>\n

The best way to create great teams is not by selecting employees for their intelligence or accomplishments (Lombardo, 2014). Rather, leaders should learn how workers communicate and shape teams in ways that encourage successful communication patterns.<\/span><\/p>\n

 <\/p>\n

Build trust in leadership<\/strong><\/h2>\n

The <\/span>ADP Study<\/span><\/a> identified these statements as having the strongest relationship to a worker\u2019s trust in their leader:<\/span><\/p>\n