A difficult question to answer probably as sometimes we are just too nervous to ask our employees how they are coping with the demands made upon them – in case they tell us and we don’t like what we hear. Other times we might feel able to ask the questions - run an employee survey - but then we are uncertain what to do with the results to make a difference. This often means that we leave well alone – if we don’t ask the questions then we won’t know and we won’t have to intervene. 

 

Of course, not quantifying issues does not mean that they are not there. Our Team Resilience approach is designed to directly involve work groups and their leaders in a simple diagnosis of the performance implications of their current response to workplace pressure and how their habitual ways of thinking and working may be getting in the way of the team making its fullest, most satisfying (and sustainable) contribution.

 

Our team led approach is different to traditional top down satisfaction or engagement surveys. Positioning this work as a way of assessing team needs and development opportunity greatly increases emotional engagement with the process and the team’s own results. This in turn leads to better, more implementable, local actions which the team will take ownership of and follow up.