According to this guidance from the CIPD, resilience is linked not just to people’s wellbeing and ability to deal with stress, but affects their capacity to be proactive and creative, as well as their engagement with and commitment to their work. The aim of this advice is to help line managers to support team members to be resilient.
What is resilience?
Resilience is defined by the guidance as an individual’s ability to recover from or stay well in the face of adversity. In a work setting, this translates into an employee having ‘the capacity to thrive, rather than just survive, in high stress environments’. So, resilience helps employees adapt, cope, and respond positively to stressors in the workplace.
This guide is designed to help line managers support team members to be as resilient as possible. It will look at two ways in which this can be achieved:
How your behaviour as a manager directly affects your team members – the top priority is for you to develop high- quality relationships with all team members. In addition, there are a number of other behaviours that are important,
including how you set goals, celebrate success, coach your team, help create a supportive environment and ensure that people know what to expect.
The range of other factors that are linked to resilience – such as employees’ confidence, optimism, sense of coherence and level of social support (identified in the CIPD evidence review) – and the key role you can play in creating the conditions that support employees with these.
The guide is available here.
CIPD
March 2022
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