Several months ago, our work routines changed dramatically, and uncertainty became, to some extent, another aspect of our day-to-day lives. During the acute phase of the pandemic, our change management skills were put to the test and we started to use the term ‘resilience’ on a more regular basis. But have we really learnt how to manage change? Are we more resilient than what we were before? Figures suggest that there is still room for improvement. That’s why at Cigna we would invite you to take a closer look at this topic again and find out how companies can support their employees in this area. Keep reading!
The ability to adapt in the face of adversity, to overcome difficulties or build yourself up again are key skills which are increasingly sought-after by organisations. Resilience is a great tool that gives companies competitive advantages when it comes to handling situations that cause fear or frustration, so there is always an opportunity for growth. Despite this, six out of every ten Europeans today are not very resilient, according to the recent Cigna 360 Well-Being 2021 survey.
This figure reflects the need for companies, guided by their Human Resources departments, to use ad-hoc strategies to help their employees adapt. That is why it is important that wellness plans are based on the full picture of health and take into account all the areas that influence employees’ day-to-day lives. If you would like to know more about this, we recommend visiting our Whole Health Hub, which is a virtual platform where you can find all the solutions that Cigna offers to help you look after your team’s whole health better.
But which aspects is it important to take into account when it comes to strengthening resilience in the workplace? Find out below!
- Encourage your employees to identify how their emotions affect their mood and perception of reality. Personal knowledge is key when it comes to change management. That is why implementing measures which address this specific aspect, be it through workshops or online coaching programmes, will promote individual knowledge and enhance each employee’s strengths.
- Provide tools to improve our emotional response. Something that worries many people is not knowing what will happen in the future. And while this is very true, there are some things we can do in this respect, such as improving our emotional response. So even though it is impossible to predict what will happen, it is reassuring to know that we have the right emotional tools to handle any challenge that arises. And this is something that can be learned with proper training and professional assistance, be it psychology sessions or coaching workshops.
- Create a positive work environment that encourages and motivates employees. By investing in employees’ individual health, the collective environment will also improve, which undoubtedly helps significantly to reduce uncertainty about the future and improve our emotional response. However, it is important to understand that everyone has different concerns and needs, which is why the approach used must be tailor-made.
- Make stress management one of the company’s priorities. Being able to handle high levels of stress is closely related to improving resilience. To achieve this goal, it is necessary to do the groundwork first, the aim of which is to identify stress and implement response strategies. Because Cigna is committed to innovation, it can support its employees in this process using tools like the Cigna StressWaves Test, which is a voice recognition technology that uses acoustic (sounds, tone of voice, pitch, pauses, etc.) and semantic (choice of words and syntax) patterns to analyse stress. If you would like to know more about this new tool and try it out, click on this link.
- Improve employees’ self-esteem by recognising their achievements. Thanking employees for their efforts and dedication shown on a day-to-day basis has a positive impact on their self-esteem and helps to improve their ability to handle adversities. That is why it is a good idea to set up a recognition policy as part of the organisational culture. And our final recommendation is not to wait until yearly milestones or work anniversaries to acknowledge these achievements. Make it part of the daily life within your company!
Still unsure how to help your employees better adapt to change? At Cigna we can help you. Click on this link and find out more about some of the services we can offer your company to look after your employees’ health. Let’s work together to create a made-to-measure plan that focuses on your team’s mental health. Prepare for future challenges by working on your employees’ emotional response. It’s in your hands!