Workplace resilience is the ability to manage stress, adapt to change, and recover from challenges while maintaining productivity. Todayās work environment can often be demanding, unpredictable, and fast-paced, meaning that the need for resilience is more important than ever.
Many workplaces face whatās known as VUCA: volatility, uncertainty, complexity, and ambiguity, which has a knock-on effect on employees. Organisations that prioritise fostering employee resilience will see positive outcomes with individuals and teams adapting, coping, and responding more positively to stressors in the workplace. This article explores how organisations can actively cultivate resilience, backed by expert insights, case studies, and research-driven strategies.
What is Workplace Resilience?
Workplace resilience is the ability to manage stress, recover from challenges, and maintain productivity under pressure. Resilience is often thought of as the ability to bounce back from challenges in difficult times, but itās more than that. Resilience means handling stress and adapting to changes while learning and growing, staying steady under pressure, managing emotions, and keeping a positive outlook.
More specifically, workplace resilience refers to an employeeās ability to handle workplace challenges, setbacks, and stress in a way that promotes growth rather than burnout. Key characteristics of resilient employees include:
- Adaptability: They stay flexible in the face of change.
- Emotional regulation: They manage stress and frustration effectively.
- Problem-solving skills: They focus on solutions rather than obstacles.
- Self-confidence: They trust their abilities and make decisions under pressure.
- Strong social support: They seek help when needed and build supportive relationships.
If you donāt resonate with the above characteristics, the good news is that resilience can be developed over time; itās not just something you have or donāt have. Research also shows that resilience is not just innate; with some work and time, you can grow your resilience. As OpenUp psychologist Gloria explains:
āāSome people are born with more resilience, but that doesnāt mean you canāt learn it! Resilience is something everyone can learn and develop. Think of it as a muscle we can strengthen with practice.āā
Why is Workplace Resilience Important?
Letās be real, work is often very stressful. Deadlines, high expectations, and unexpected challenges can take a toll on employeesā well-being, leading to frustration, disengagement, and burnout. According to the World Health Organisation, poor mental health at work is a leading cause of lost productivity and absenteeism worldwide. But resilience helps employees stay grounded, navigate uncertainty, and recover from setbacks more easily, and itās closely tied with mental well-being. The connection between resilience and mental health means that employees who feel like they can handle workplace pressures tend to be more engaged, happy, and productive.
At the same time, resilience is also great for business. Companies with resilient employees see higher engagement, lower absenteeism, and stronger adaptability in the face of change. According to the Centre for Workplace Mental Health, initiatives that promote resilience can also lead to increased productivity and reduced healthcare costs. Some of the benefits of resilience include:
š” Higher productivity & engagement: Resilient employees are more likely to stay motivated and focused, even during challenging times. They often take initiative, stay committed to their goals, and contribute positively to team dynamics, rather than feeling overwhelmed by challenges.
š”ļø Lower absenteeism & reduced burnout risk: Companies that actively invest in resilience training see a noticeable drop in absenteeism. Employees who can manage stress effectively are less likely to experience burnout, making them more likely to stay engaged and present at work.
š Stronger problem-solving & adaptability skills: Resilient employees are better equipped to navigate workplace challenges, from shifting deadlines to company restructures. Instead of feeling stuck in difficult situations, they develop the ability to reframe problems, seek solutions, and adjust as needed.
š A competitive advantage in business: Organisations that prioritise resilience not only improve employee well-being but also gain a competitive edge. IBM, for example, has integrated resilience training into its leadership development programmes, helping employees manage crises and rapid transitions with confidence. By embedding resilience-building strategies into corporate culture, businesses can ensure their workforce adapts effectively to technological advancements, economic shifts, and organisational changes without losing momentum. Studies show that organisations that actively promote resilience report higher employee retention and job satisfaction.
The Four Pillars of Employee Resilience
Although pushing through tough times is one aspect of resilience, it doesnāt make up the whole equation. Even the most resilient employees will have times in their lives when they need additional support and guidance. To navigate challenges, psychologist Gloria recommends applying the Resilience Wheel, a framework employees can use to identify strengths and gaps in their ability to manage workplace stress. It involves developing skills across four key areas: physical, mental, social, and emotional well-being.
1. Physical Resilience
Exercise, rest, and nutrition all play a crucial role in energy levels and stress management. Small habits, like taking lunchtime walks or ensuring sufficient sleep, can significantly improve focus and stamina at work. “One of my clients developed a strong foundation for physical resilience by walking during lunch breaks,” Gloria explains. “It gave him time to clear his mind and return to work with more energy.”
2. Mental Resilience
Developing a growth mindset and practising positive reframing helps employees handle setbacks constructively. Rather than seeing challenges as failures, employees with strong mental resilience look for learning opportunities and adjust their approach. “My client wanted to strengthen his mental resilience, so he started challenging negative thoughts instead of letting them spiral,” says Gloria. “Over time, he found he was less overwhelmed by workplace stress.”
3. Social Resilience
A strong support network at work, whether through team collaboration, mentorship, or open communication, is essential for managing stress. Employees who feel safe discussing challenges with team members or managers are better equipped to problem-solve and adapt to change. Companies that focus on developing a culture of psychological safety help employees build this pillar more effectively.
4. Emotional Resilience
Self-awareness and stress management techniques, such as journaling, mindfulness, and emotional regulation, are core to developing emotional resilience and navigating workplace pressures without becoming overwhelmed. “My client started journaling at the end of his workday, focusing on both challenges and positive moments. This helped him process emotions more healthily,” Gloria shares.
Companies investing in resilience strategies have seen measurable improvements in employee well-being. For example, HealthPartners introduced resilience coaching and saw a direct increase in employee adaptability and stress management skills. Does this sound like something youād like to apply in your workplace? You can also encourage employees to map their resilience wheel. This involves identifying existing strengths in each pillar and reflecting on areas for growth. Employees can create a visual wheel with strategies they already use and add new ones over time, ensuring they have tools ready for when workplace challenges inevitably arise.
Organisational Strategies to Foster Resilience
1. Leadership Approaches to Build Resilience
Resilience isnāt just an individual trait; itās also a part of workplace culture shaped by leadership. Resilient leaders create resilient teams by fostering psychological safety, promoting adaptability, and setting the right example. When employees feel supported, theyāre more likely to develop the confidence and skills needed to better navigate workplace challenges.
š¬ Psychological Safety: Employees need to feel safe speaking up without fear of criticism or punishment. This is a large component of psychological safety. “I canāt express this enough: get to know your team members and have regular check-ins,” says Gloria. “Understanding how they cope with stress and creating space for honest conversations builds trust.” Leaders who prioritise psychological safety encourage employees to ask for help, voice concerns, and collaborate more effectively.
š Encouraging a Growth Mindset: Teams that view setbacks as opportunities for growth are more adaptable. Leaders can foster this mindset by normalising challenges and highlighting lessons learned, rather than focusing solely on outcomes. “Resilience isnāt about being unaffected by difficultiesāitās about developing the capacity to recover from them,” says Gloria. When managers emphasise learning over perfection, employees become more open to change and willing to take initiative.
ā Leading by Example – Resilient Leaders Inspire Resilient Teams: Employees take cues from their leaders. When managers handle stress effectively, set boundaries, and demonstrate problem-solving under pressure, they model resilience for their teams. Leaders who acknowledge their challenges and share how they navigate them create a culture where resilience becomes part of everyday work.
š Recognising and Celebrating Resilience: Acknowledging when employees demonstrate resilience, whether itās adapting to a difficult situation, handling a setback well, or supporting a colleague, boosts morale and reinforces a resilient mindset. “Something as simple as recognising an employeeās effort in a tough project can go a long way in building confidence,” says Gloria. Regular praise and encouragement help resilience become a valued workplace skill.
š Encouraging Autonomy and Flexibility: Empowering employees to take control of how they approach tasks fosters independence and adaptability. The IBM resilience model highlights that when employees have more flexibility in their work schedules and decision-making, they become more invested in problem-solving and developing their own resilience strategies. Leaders who respect work-life boundaries and trust their teams to manage workloads effectively contribute to a more resilient workforce.
2. Creating a Resilience-Supportive Workplace Culture
A truly resilient work culture doesnāt just happen overnight; it takes time and effort. With the following steps in mind, organisations can create a thriving and resilient workplace:
šÆ Aligning Work with Purpose: Resilient organisations help employees connect their daily tasks to a bigger purpose. Companies like Patagonia thrive because they align their mission with employee values, encouraging staff to engage in sustainability efforts, take initiative, and feel proud of their contributions. When employees see the impact of their work beyond profits, they stay engaged and motivated, even during tough times.
š¤ Empowerment through Involvement: People are more resilient when they feel in control of their work environment. Involving employees in decision-making, encouraging feedback, and allowing them to contribute to company policies fosters a sense of ownership. “Respect the boundaries of your team members and give the correct example yourself as a manager,” Gloria advises. Employees who feel empowered develop problem-solving skills and confidence, making them more adaptable to workplace challenges.
š Continuous Learning Culture: A workplace that encourages learning and development helps employees see challenges as opportunities rather than obstacles. Providing access to training, mentorship, and new experiences equips employees with the skills they need to navigate uncertainty. When failure is framed as a learning experience, teams become more innovative and open to change.
š Recognition and Fairness: Employees are more resilient when they feel valued and fairly treated. Recognising small wins, celebrating team efforts, and ensuring fairness in promotions and workload distribution all contribute to a positive work culture. “Something as simple as acknowledging an employeeās resilience during a tough period can boost morale,” says Gloria. Consistently reinforcing these behaviours makes resilience a core part of company culture.
3. How to Train and Develop Resilience Skills
Building a resilient workforce requires structured training and coaching to develop the right skills. By investing in resilience training, organisations help employees and leaders manage stress, adapt to change, and stay engaged in the face of challenges.
š Resilience Workshops: Workshops provide employees with hands-on strategies to build resilience, from stress management techniques to reframing setbacks. Interactive sessions help employees recognise their own resilience patterns and develop personalised coping strategies.
š Emotional Intelligence Training: Emotional intelligence (EQ) training helps employees and leaders improve self-awareness, empathy, and emotional regulation, all key components of resilience. When employees can navigate workplace pressures without feeling overwhelmed, theyāre better equipped to collaborate, problem-solve, and maintain well-being.
š Leadership Resilience Programmes: Resilient teams start with resilient leaders. Leadership resilience training focuses on stress management, crisis navigation, and fostering team adaptability. “Managers need to check in with their team members regularly, not just about work but about how theyāre handling challenges,” says Gloria. “When leaders show they care, employees feel safer and more supported in tough situations.”
š¤ 1:1 Coaching & Mentorship: Some employees benefit most from individual coaching, where they can address specific challenges and build tailored resilience strategies. Personalised coaching also helps employees stay accountable and actively develop their resilience skills.
š Team Resilience Exercises: Resilience is a team effort. Team-building exercises that focus on problem-solving, adaptability, and communication help strengthen resilience across entire departments. Examples include role-playing scenarios, resilience-building challenges, and peer support discussions, all of which can create stronger connections and a shared ability to navigate workplace stress.
4. Work-Life Balance & Mental Health Support
A workplace that prioritises employee mental well-being fosters stronger, more resilient employees. When people feel supported in maintaining a healthy balance between work and personal life, theyāre better able to manage stress, avoid burnout, and stay engaged:
š°ļø Flexible Work Policies: Remote work and flexible hours allow employees to adapt their work schedules to their personal needs, reducing stress and improving overall well-being. Organisations offering flexibility see lower burnout rates and higher job satisfaction
šļø Realistic Workloads & PTO Encouragement: Resilience isnāt about pushing through exhaustion; itās about knowing when to recharge. “A key part of resilience is recognising when you need a break,” says Gloria. Leaders should actively encourage employees to take time off and model this behaviour themselves.
š Employee Assistance Programmes (EAPs): Access to counselling, therapy, and mental well-being resources helps employees manage stress more effectively. Companies that invest in EAPs see improved resilience and job satisfaction by making professional support more accessible.
šæ Wellness Programmes: Johnson & Johnsonās “Energy for Performance” programme integrates exercise, nutrition, and stress management into workplace wellness. Organisations that invest in similar programmes create healthier, more engaged teams.
šµ Healthy Work Boundaries: Companies that implement “no emails on weekends” help prevent burnout. “Resilient workplaces respect personal time,” says Gloria. Employees with clear boundaries experience better focus, energy, and long-term resilience.
Case Studies: Examples of Companies Excelling in Employee Resilience
The evidence is clear: organisations that invest in employee resilience see stronger engagement, lower burnout, and higher retention. These organisations have implemented standout initiatives to build a more adaptable, well-supported workforce:
Johnson & Johnson
Johnson & Johnson‘s “Energy for Performance” well-being initiative integrates physical, mental, and emotional resilience into its workplace culture through its Energy for Performance programme. By focusing on holistic well-being, including nutrition, movement, and mindset training, the company helps employees sustain energy levels and manage stress more effectively.
Salesforce
Salesforce takes a proactive approach to mental well-being, offering designated mental health days alongside comprehensive wellness benefits. Their commitment to psychological safety fosters a supportive culture, ensuring employees feel comfortable discussing stress and seeking help when needed.
Unilever
Unilever has embedded resilience training into its global well-being strategy, equipping employees with tools to manage stress and adapt to change. Their peer support networks provide an additional layer of encouragement, creating a workplace where employees can share challenges and strengthen their coping skills together.
HealthPartners
HealthPartners introduced resilience coaching as part of its workplace well-being strategy, helping employees build personalised resilience plans. The initiative led to measurable improvements in stress management, job satisfaction, and employee retention, proving the impact of structured resilience training.
IBM
IBM prioritises resilient leadership, ensuring managers are trained to navigate crises effectively and support their teams through transitions. By embedding resilience into leadership development, IBM has successfully helped employees adapt to industry shifts and workplace challenges with confidence.
These case studies highlight that organisations that invest in resilience training, leadership support, and well-being initiatives create workplaces where employees thrive, even in times of uncertainty.
Key Takeaways and Next Steps
Take a moment to reflect on your organisationās resilience initiatives. If you identify gaps, focus on the following strategies to enhance resilience:
- Leadership matters: Managers set the tone for a resilient workplace by fostering open communication, supporting employees during challenges, and modelling healthy stress management behaviours. A resilient leadership approach ensures teams feel secure and empowered, even in times of change.
- Culture drives resilience: Workplaces that prioritise psychological safety, trust, and a shared sense of purpose enable employees to navigate stress more effectively. When employees feel safe to voice concerns, take initiative, and learn from setbacks, they build long-term resilience.
- Training strengthens skills: Structured resilience training, including workshops, mentoring, and coaching, helps employees develop practical tools to handle pressure, adapt to change, and maintain motivation. Companies that invest in resilience training create teams that are more adaptable and better equipped to manage workplace demands.
- Well-being policies prevent burnout: Flexible work arrangements, mental well-being support, and clear boundaries around work-life balance ensure employees can recover from stress and stay engaged long term. Companies that prioritise employee well-being see higher productivity, lower absenteeism, and improved overall morale.
š Helpful Resilience Resources
OpenUp is the trusted mental well-being solution for leading organisations. We empower our clients to build resilience at work with science-backed resilience resources and mental well-being support. Here are some examples of what we offer:š§āš» Self-guided care: Whether you’re looking to develop resilience in yourself or guiding a team, this course offers psychologist-backed practical strategies:
šļø 1:1 sessions with experts: Personal guidance through 1:1 online sessions with a certified psychologist or lifestyle expert to increase your resilience: Book a 1:1 session
š Webinar: Watch our webinar on how to stay resilient during stressful times today.
