Whether or not your employees are mentally resilient is not only their individual 'problem'. This competence is an excellent example of a joint responsibility. The workload has increased considerably in many industries as a result of staff shortages, budget cuts and other uncertainties.
This development puts employees' mental resilience under severe pressure. That is why we can't simply lay the responsibility entirely at their feet.

People often think that resilience is a personal characteristic that you can easily develop by yourself. But in reality, it is a continuous process that repeats itself for each (new) stressor. Over time, people develop their mental resilience, which consists of various elements that are interrelated. The working environment often plays a significant role in this. Building resilience appears to be an important prerequisite for our well-being, according to the Psychological Immunity and Psychological Elasticity model (PI-PE model).

Research shows that building resilience is not easy in a crisis situation or super busy times. It is, in fact, during quieter periods that you as an employer have the opportunity to actively contribute to strengthening the mental resilience of your employees. And if you are then faced with a crisis, it is important to continue to provide sufficient support. After all, staying resilient is something you do together.

One of the things you can do as an employer is to offer employees opportunities to learn from their experiences, for example, in the form of peer review or mentoring systems. Another way is to pursue an open corporate culture, where appreciation is shown and problems can be discussed. Ask your employees what they need during stressful periods and work to reduce unnecessary work-related stressors.

Even if you have managed to establish an open corporate culture, employees may still find it difficult to discuss their concerns and problems with their supervisor. If this happens, One2Talk can offer a solution. It only takes a few easy steps for employees to anonymously schedule an appointment with a coach via an app. In a few short sessions, live or online, the coach works with the employee in a solution-oriented manner. This approach prevents problems getting bigger than they need to. Instead, mental resilience is built up properly and absenteeism may be prevented.

If you want to find out how you can lower the threshold for your employees to engage a coach if things are not going so well, please feel free to contact me. I will be happy to tell you all about it.