Resilient employees win and keep: tips for HR and recruiters

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Resilience is undeniably an important one success the future. Why are resilient employees so important to companies? And how can they attract and retain their employees? Recruiting and Retaining Resilient Employees: Tips for HR Professionals and Recruiters Recruiting and Retaining Resilient Employees: Tips for HR and Recruiters

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Here writes for you:

Dr. Denis Mourlane 98Dr. Denis Mourlane is a psychotherapist and one of Europe's leading experts in economic resilience.


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Resilience as success of the 21. century

Changes require companies and, since companies are made up of employees and executives, demand unprecedented agility, resilience and adaptability to changing conditions.

Companies like Nokia, Motorola and perhaps soon Microsoft are examples of organizations that have not succeeded in this adaptation. Just a few years ago they were the kings in their market to fight today for survival.

Resiliente employees, resiliente executives, resiliente companies

It is precisely for these reasons that the term "psychological resilience" is becoming more and more important, as resilience is interpreted as the human ability to deal with setbacks, changes and uncertainties.

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Highly resilient people have the ability to remain calm and purposeful even during challenging situations and to do what they need to do with a lot of consistency, realistic optimism and self-confidence.

The Big 5 as a personality profile

Science shows us here that highly resilient people have a specific personality profile based on the “Big 5” (extraversion, openness, conscientiousness, tolerance and neuroticism).

They have a slight tendency to extraversion, are open to new experiences, do their tasks disciplined and with a high goal orientation, are compatible and empathic in dealing with other people.

They also have low values ​​in the area of ​​neurotizimus, are thus less susceptible to neurotic and therefore psychological disorders and are emotionally stable. They affect other people, above all, one thing: let them go.

Mental disorders are less common in stressed people

The phenomenon of increased absenteeism and occupational disabilities due to psychological illnesses described at the beginning thus occurs less frequently.

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This is also confirmed by scientific studies that show the highly-resilient people report less psychosomatic complaints and burn-out symptoms, than little-resiliente humans.

Resiliency can be measured and developed

Accordingly, it may be hypothesized that companies that have a large number of highly resilient employees and executives will now and in the future be characterized by being able to react more agilely to changes in the business world.

Because resilience can be measured, it also means that organizations need to pay more attention to the resilience of the people they hire when selecting their employees and leaders, in addition to technical skills.

What companies need to do

However, as personal resilience can be further developed, this also means that companies, and some are already doing so, should offer their employees specific training and coaching.

Another consequence, which should not be underestimated, also affects the culture and especially the leadership culture of organizations. High-resilience people are not only distinguished by their goal-oriented approach to change.

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Resilient employees

They are also self-confident and "self-efficacious" people who need the appropriate freedom and scope for their work. An organization that maintains a more authoritarian and less “empowering” leadership style will not be able to keep these employees.

Highly resilient employees and managers correspond exactly to the profile that organizations need due to the rapidly changing economic world. You approach changes optimistically, confidently, empathetically and “intelligently”. Accordingly, they are able to bring enormous added value for every organization. But only if you let them too.

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