{"id":2274,"date":"2020-09-26T18:27:44","date_gmt":"2020-09-26T13:27:44","guid":{"rendered":"https:\/\/www.hrmonline.com.au\/?p=10746"},"modified":"2022-01-06T20:01:01","modified_gmt":"2022-01-06T14:31:01","slug":"how-to-build-resilience-in-your-hybrid-workforce","status":"publish","type":"post","link":"https:\/\/www.postaresume.co.in\/blog\/hr-news-and-updates\/how-to-build-resilience-in-your-hybrid-workforce","title":{"rendered":"How to build resilience in your hybrid workforce"},"content":{"rendered":"
<\/div>\n

By leaning into discomfort and disruption, leaders can forge a path towards resilience.<\/h2>\n

It\u2019s no secret that we\u2019ve been working a little differently this year. From all-out lockdowns, half-full offices and myriad other combinations \u2013 our ways of working have become increasingly hybrid. But what impact does this have on resilience? Let’s see what Canada-based positive psychology expert Dr Michelle McQuaid has to say on this.<\/p>\n

Defining resilience<\/h3>\n

Before we start to think about how resilience might look in this new world of work, the way we understand resilience needs to be clearly established. There\u2019s a common misconception that resilience means bouncing back from adversity, but that requires constant adversity from which to bounce back. If we constantly need something to press down on us in order to activate our resilience, we will eventually run out of steam.
\n\u201cIf you keep pushing down on a basketball so it bounces back, you\u2019re going to lose energy and the ball is going to dribble away,\u201d says McQuaid.
\nShe says resilience should be framed as leaning into rather than away from what\u2019s in front of us.
\n\u201cAt the moment we have choices, particularly when we\u2019re confronted with struggle, uncertainty, discomfort \u2013\u00a0all those things we\u2019ve been experiencing over the last nine months at a heightened pace. We have a choice whether we are going to lean into those moments or lean away by numbing and distracting ourselves, projecting that discomfort onto others, or burying our heads in the sand.\u201d<\/p>\n

With hybridity comes diversity<\/h3>\n

What\u2019s become apparent this year is that there\u2019s suddenly a lot more diversity in the ways we work, says McQuaid.
\n\u201cLong term, as we\u2019ve seen in all sorts of studies, diversity is actually a good thing. It generally leads to higher performance and wellbeing in teams. But what we also know is that diversity, at least in the short term, creates more challenge because we suddenly have different needs, perspectives and ways of wanting to do things.\u201d
\nWhen those different elements are introduced, it can spark creative conflict in teams and some navigation is required to generate new possibilities in how we work.
\nMcQuaid says that acclimatising to this hybrid workforce model and the diversity of different working situations is going to require a heightened level of psychological safety, which we were already struggling with pre-COVID.
\nAnd it\u2019s bound to get messy. Like most change that\u2019s disruptive, there is an eventual period of struggle while we figure out how to adapt to it. But there is much to gain.
\n\u201cIf we can find our way through by being resilient and leaning into the disruption when we navigate, so that we do it together and we\u2019re committed to figuring it out in ways that work for all of us rather than just settling for compliance \u2013 then we actually stand to achieve much greater benefits than when we had a far more homogeneous workforce.\u201d<\/p>\n

How to approach resilience in a hybrid workforce<\/h3>\n

Resilience requires psychological safety so that we feel confident in our abilities to problem solve and stay motivated.
\nIf we\u2019re not careful, we can slip back towards learned helplessness \u2013 the opposite of resilience. This state of apathy leads people to feel that whatever they say or do isn\u2019t going to make a difference, so why bother.
\nWhat can happen when facing disruption, says McQuaid, is that the old style of leadership based on power and control rears its head. In this mode, leaders feel they need to have all the answers and dictate the ways of work \u2013 reducing psychological safety and generating learned helplessness.
\n\u201cAt best you\u2019ll get short-term compliance, but you\u2019ll rarely get long-term commitment because their own hopes or wants are not being met. It\u2019s not meaningful to them. If I\u2019m told to do something by a leader and God forbid I\u2019m struggling or it\u2019s not working for me, then I\u2019m seen as the person who\u2019s not being a team player.\u201d
\nThe best approach, says McQuaid, is to let teams find their own way to bring order to this hybrid setup by \u2018inviting and inquiring\u2019.
\nInstead of leaders needing to have all the answers, they can invite their team to identify their different needs.
\n\u2018Working from home\u2019 is not a stock standard environment. It will differ for people in terms of how well they\u2019re set up, who else is in their environment, whether they thrive in that format or not, whether they had a choice to be working at home or whether they\u2019re longing to get back into the workplace environment. As working from home isn\u2019t a one-size-fits-all scenario, we can\u2019t expect different people to operate in exactly the same ways.
\nSame goes for those back in the office, says McQuaid. Even though the environment might be a bit more stable and consistent because our work premises set it up that way, there are still variables such as how long our commute is, whether we thrive being around people in a noisy setting, or whether we\u2019d be better off working from home but have to be in the office.
\nFaced with this diversity, leaders need to get curious and ask their people what works best for them, and be willing to create psychologically safe spaces for them to be heard.
\nWhen these needs have been identified, we must inquire as a team how to support those different requirements within the resources and realities available.
\nImportantly, says McQuaid, both leader and team need to give each other space to experiment and keep checking in on what\u2019s working well, where they\u2019re struggling and what to keep trying.
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Resilience-building in practice<\/h3>\n

To start with, leaders should open a conversation with their team using the invite approach. Acknowledge that the ways of working are now different and ask people what they need to thrive and work together as well as they can in this new environment. This conversation should identify what people need individually, collectively and what they expect from each other.
\n\u201cI think leaders often fear that this will lead to complete chaos, but the good news is that we likely have more in common with each other than we\u2019d ever suspect because we\u2019re wired for belonging,\u201d says McQuaid.
\n\u201cWe will actually forgo what we need individually in order to be part of the collective good. It\u2019s ok to not fit into that diversity, but it\u2019s good to put it all out there and consider what can be shaped to serve the common good.\u201d
\nThe second step is to get people to take responsibility for how they\u2019re going to work as a team and what they\u2019re going to do individually to support that. To own responsibility as a part of this solution \u2013 whether that be turning up to team calls, communicating on chat forums or coming into the office every Tuesday \u2013 they need to care enough about it in order to commit, otherwise it will be a matter of short-term compliance. There needs to be a level of inquiry to allow team members to be clear about what responsibilities they care enough about to own.
\nAnd lastly, there needs to be some structure around all of that through routines, rituals and rhythm which will shape team culture.
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\nRoutines are centred around what the business needs from us to deliver what\u2019s required, such as team meetings and feedback processes. The hybrid team needs to elect the routine that will allow them to function at their best.
\nRituals, on the other hand, tend to be a bit more about what people need from the business. Do they want to partake in social Zoom calls on Friday afternoons in lieu of afterwork drinks? How should birthdays be celebrated, new team members welcomed and milestones marked?
\nAfter identifying these routines and rituals, the rhythm, or frequency of these elements, should be set.
\n\u201cIt\u2019s a living experiment,\u201d says McQuaid. \u201cYou want to review that once a quarter and decide on more or less. What\u2019s the right amount to keep us connected, productive and engaged?\u201d<\/p>\n

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By leaning into discomfort and disruption, leaders can forge a path towards resilience. It\u2019s no secret that we\u2019ve been working a little differently this year. From all-out lockdowns, half-full offices and myriad other combinations \u2013 our ways of working have become increasingly…Read More »<\/a><\/span><\/p>\n","protected":false},"author":2,"featured_media":2275,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[990],"tags":[560,561,562,340,527,563,564,538,565,539,681,756,566,567,568,569,570,1268,441,373,904,1113,446,103,104,105,106,107,108,109,110,111,112,113,114,115,116,117,118,119,120,585,1269,1270,449,707,490,529,212,905,586,587,1271,588,683,519,389,545,589,125,126,127,128,129,130,131,590,591,592,456,593,594,708,302,595,596,597,598,599,134,135,136,137,138,139,600,409,601,602,603,396,604,745,686,605,606,607,608,609,610,1108,611,612,613,143,17,746,747,1272,1273,757,758,759,748,144,145,146,147,148,149,150,151,152,153,1246,1215],"class_list":["post-2274","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-news-and-updates","tag-best-executive-search-firms-in-ahmedabad","tag-best-executive-search-firms-in-gujarat","tag-best-executive-search-firms-in-india","tag-best-hr-consultancy-in-ahmedabad","tag-best-job-consultancy-in-ahmedabad","tag-best-job-consultancy-in-gujarat","tag-best-job-consultancy-in-india","tag-best-job-sites","tag-best-job-sites-in-ahmedabad","tag-best-job-sites-in-india","tag-best-job-sites-in-india-for-experienced-candidates","tag-best-recruitment-consultancy-in-ahmedabad","tag-best-resume-writing-services-in-ahmedabad","tag-best-resume-writing-services-in-gujarat","tag-best-resume-writing-services-in-india","tag-career-counselling-in-ahmedabad","tag-career-counselling-in-gujarat","tag-disruption","tag-engineering-job-consultancy-in-ahmedabad","tag-engineering-placement-consultants-in-ahmedabad","tag-executive-search-firms","tag-featured","tag-foreign-job-consultancy-in-ahmedabad","tag-get-settled-in-america","tag-get-settled-in-australia-get-visa-in-chile","tag-get-settled-in-canada","tag-get-settled-in-chile","tag-get-settled-in-new-zealand","tag-get-settled-in-north-america","tag-get-settled-in-south-america","tag-get-settled-in-urugua","tag-get-settled-in-usa-get-settled-in-us","tag-get-visa-in-america","tag-get-visa-in-australia","tag-get-visa-in-new-zealand","tag-get-visa-in-north-america-get-visa-in-canadan","tag-get-visa-in-south-america","tag-get-visa-in-uk-get-visa-in-england","tag-get-visa-in-uruguay","tag-get-visa-in-us","tag-get-visa-in-usa","tag-global-retained-executive-search-firm","tag-health","tag-hybrid-workforce","tag-job-consultancy-in-ahmedabad-for-pharma","tag-job-placement-agency-in-ahmedabad","tag-job-placement-consultants-in-ahmedabad-list","tag-job-placement-in-ahmedabad","tag-jobs-in-ahmedabad","tag-list-of-executive-search-firms","tag-list-of-job-consultancy-in-gujarat","tag-list-of-job-consultancy-in-india","tag-management-of-workplace-issues","tag-national-executive-recruiting-firms","tag-overseas-job-consultants-for-civil-engineers-africa-jobs-consultants-in-india","tag-overseas-job-consultants-for-mechanical-engineers","tag-overseas-job-consultants-in-ahmedabad","tag-overseas-job-consultants-in-gujarat","tag-overseas-job-consultants-in-india","tag-overseas-opportunity-in-australia","tag-overseas-opportunity-in-canada","tag-overseas-opportunity-in-chile","tag-overseas-opportunity-in-new-zealand","tag-overseas-opportunity-in-north-america-overseas-opportunity-in-chile-overseas-opportunity-in-usa-post-a-resume","tag-overseas-opportunity-in-south-america","tag-overseas-opportunity-in-uruguay","tag-placement-agency-in-ahmedabad","tag-placement-agency-in-gujarat","tag-placement-agency-in-india","tag-placement-consultancy-in-ahmedabad","tag-placement-consultancy-in-gujarat","tag-placement-consultancy-in-india","tag-placement-consultant-in-ahmedabad","tag-placement-consultants-in-ahmedabad","tag-placement-consultants-in-gujarat","tag-placement-consultants-in-india","tag-placement-firm-in-ahmedabad","tag-placement-firm-in-gujarat","tag-placement-firm-in-india-list-of-job-consultancy-in-ahmedabad","tag-pr-opportunity-in-america","tag-pr-opportunity-in-chile","tag-pr-opportunity-in-south-america","tag-pr-opportunity-in-uruguay","tag-pr-opportunity-in-us-pr-opportunity-in-north-america","tag-pr-opportunity-in-usa-pr-opportunity-in-uk","tag-recruitment-consultants-in-africa","tag-recruitment-consultants-in-ahmedabad","tag-recruitment-consultants-in-gujarat","tag-recruitment-consultants-in-india","tag-recruitment-consultants-in-tanzania","tag-resume-writing-services-in-ahmedabad","tag-resume-writing-services-in-gujarat","tag-settle-in-south-america","tag-top-10-job-sites-in-india-for-experienced-job-seekers","tag-top-100-executive-search-firms","tag-top-5-executive-search-firms","tag-top-national-executive-search-firms","tag-top-rated-resume-writing-services-in-ahmedabad","tag-top-rated-resume-writing-services-in-gujarat","tag-top-rated-resume-writing-services-in-india","tag-uncategorized","tag-vacancy-search-in-ahmedabad","tag-vacancy-search-in-gujarat","tag-vacancy-search-in-india","tag-vipul-m-mali","tag-vipul-mali","tag-visa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