Once you are comfortable that the HR team has the resilience skills it requires, it is time to look at the wider organisation. There are many ways in which you can equip the wider business with the resilience they need to succeed:
1. Preparing employees for the future of work
Although we cannot predict exactly what the future of work might look like in every industry. Enable employees to access training relevant to their roles. This will ensure their skills are up to date and help them to find new or better ways of addressing challenges they may face.
2. Resilience training
Resilience training is a useful way to begin the process of preventing employees becoming stressed or reaching burnout. Experts in the area can use company data to identify individual and business pain points that could be causing difficulties. This information can be used to build a training course around:
- Managing emotions
- Coping with work related stress
- Improving communication skills
3. Meaningful work
If employees cannot see the benefit of the work they are doing to the wider business, it can damage morale and motivation. It is important to check in with employees semi-regularly to ensure they are satisfied with the work they do. Work with employees who may be struggling to find the meaning they need. This may involve:
- Arranging meetings with senior management so they can outline the contribution they are making
- Starting a mentorship programme
- Encouraging suggestions of change to assist them in finding more meaning
4. Pay attention to workplace stress
When people are working under high levels of sustained stress, it usually diminishes productivity and this will impact employee growth. HR and senior leadership should pay attention to stress levels in your organisation. There should be a collaborative effort from employees and management to understand the drivers of stress and mitigate them as much as possible.
5. Spotlight mental health
Helping employees become more aware of their mental health can enable them to put strategies in place that aid resilience. Encourage employees to speak to management, HR or a colleague about the challenges they face before they become a problem. Just some of the ways employees can mind their own mental health include:
- Setting realistic work deadlines
- Monitoring working hours
- Ensure they separate work from home life
Despite all of these methods of supporting their own mental health, it is also advisable to have support there when needed. Employee and expat assistance programmes are an important way to rebuild resilience if situations become overwhelming.
6. Employee surveys
Use employee surveys to understand pain points, the resources employees may require and what management can do to improve their experience. Assess and prioritise all of the suggestions. Factor the high priorities into HR metrics for the year. This should enable them to improve their work performance and transform them into a more authoritative and resilient workforce.
There is no doubt there is a lot of complexity to work through as a HR leader. Thankfully international health insurance doesn’t have to be one of them. Take the pressure off and let our team of experts tailor international health insurance to meet the needs of your business regardless of its size.