Bounce Back: Creating a Culture of Resilience

Companies have their own stories of overcoming adversity. Their storylines incorporate an element of fear and uncertainty – the audience left hanging, wondering whether the protagonist will overcome the big hurdle ahead.

Data breaches, blatant and social movement-inducing illegal abuse of power, and unfair practices are just a few of the stories making headlines now. While public image suffers, morale on the inside is sure to have been on the decline for much longer. Leaves you to wonder, how is the company going to find their way out of this one?

While those are examples of extreme cases, many companies go through trials and tribulations of decisions made and risks taken every day. These changes are inevitable, so the steps taken towards preparing for them is your best bet of being ready when they happen.

Here are 4 ways to start building a resilient company culture:

Build brand ambassadors starting from within. In the same way that companies seek out social media influencers to tell their brand story, there are natural influencers within the company that can be leveraged in times of change. The process for identifying these people work in a similar way to empowering your social influencers – empower them to use their voice and lead the crowd. Your best advocates will aid those around them in time of change and uncertainty, helping to squash rumors and panic before they begin.

Take the time to thoughtfully recruit and train new team members. Often times, organizations can get caught up in the flurry of filling a role yesterday because it’s such a pressing need — but the amount of damage done by a hasty decision can end up hurting so much more than a few extra months of searching. On boarding is the second secret weapon to creating successful and empowered employees. Those that know the vision and values, as well as how to tackle the basics, forwards and backwards will always know how to make decisions in times of need.

Keep leaders in the loop. There is no faster way to watch an empire crumble than to have teams working in silent silos. Coming to decisions as a united front and acting as multiple resources to all employees will work to resolve any challenge.

Create a platform for people to be heard. There’s plenty of culture software out there to choose from if you want to aggregate data in a digestible format. Most importantly, though, is taking action on that feedback in a sensible manner. These people were hired for not only their skill sets but for their ways of thinking. Put that to good use and activate on their ideas to create a better, more sustainable organization. They’ll thank you for it.

Leave a Reply

Your email address will not be published. Required fields are marked *