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Better work, information as desired: We give you the information you really need and are committed to a better and more ecological working environment. When Book Publisher Best of HR – Berufebilder.de® with Unique Book Concept and eCourses we offer over 20 years of experience in Corporate Publishing - with Clients like Samsung, Otto, Governmental Institutions. Publisher Simone Janson also heads the Institute Berufebilder Yourweb, which awards scholarships and belongs to one of the top 10 female German bloggers, referenced in ARD, FAZ, ZEIT, WELT, Wikipedia .

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Text comes from the book: “Resilience: The Undiscovered Ability of the Really Successful” (2013), published by BusinessVillage Verlag, reprinted with the kind permission of the publisher.

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98Dr. Denis Mourlane is a psychotherapist and one of Europe's leading experts in economic resilience.Dr. Denis Mourlane is a former fellow of the Christoph Dornier Foundation, psychologist and psychological psychotherapist. He has been advising international companies on developing their employees and executives for over 10 years. In Germany, he is currently the exclusive provider of resilience training at the University of Pennsylvania in the team of the world-renowned Prof. Dr. Martin Seligman was developed. More information at www.mourlane.de. All texts from Dr. Denis Mourlane.

Attract & retain resilient employees: Tips for HR professionals & recruiters

resilience is undeniably an important one success the future. Why are resilient employees so important to Company ? And how can they attract and retain their employees?
Best of HR – Berufebilder.de®

Resilience as a success factor 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.

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).

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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.

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.

Resilient employees

In addition, they are self-confident and “self-effective” people who need appropriate freedom and scope in their work. An organization that maintains a rather authoritarian and less “empowering” management 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 in an optimistic, confident, empathic and “intelligent” manner. Accordingly, they are able to bring enormous added value to any organization. But only if you let them.

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3 responses to “Attracting & retaining resilient employees: Tips for HR professionals & recruiters”

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  3. Resilience factors: Resilience - The 7 pillars to success | PROFESSIONAL PICTURES says:

    [...] these employees not only have to recognize these employees with suitable psychological methods, but also cultivate and develop their resilience. Ultimately, the corporate cultures [...]

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