In the last two years, more in the UK are recognising the merits of improving resilience. New research* shows Google search data is changing:

• “Examples of showing resilience at work” online searches have tripled
• “Showing resilience at work” online searches have tripled
• “Resilience training in the workplace” online searches have doubled

If you’re interested in growing workplace resilience, having a list of practical examples to implement is a great starting point. Rex Fan, Lead Behavioural Insights Advisor at Bupa UK, shares everything that leaders need to know about building team resilience..

10 resilience at work examples
As a manager, taking the following approaches and sharing them with your team can help to build resilience from the top down:

1. Strong colleague relationships
A powerful team rapport isn’t something that happens overnight, but deeper team connections can naturally offer more stringent support when challenging times occur. Make the time to speak to your team to take an interest in what’s happening in their life outside of work.

2. Positive mental attitudes
If you don’t think of yourself as a naturally optimistic person, taking a moment to stop and think before you respond to situations can be a surprisingly simple way to help change your mindset.

Think about your usual reaction to certain situations. Reflect on the possible responses you could have chosen – this can help you to welcome future changes in a more controlled manner.

3. Reflection
Reviewing both good experiences at work isn’t always something that we make the time to do, but it’s always valuable. This helps to identify positive behaviours that helped you achieve your goals.

4. Learning from setbacks
When we have a bad day at work, it can be really tempting to forget it ever happened. Did your reaction hinder your progress? Could things have gone better if you’d reacted differently? Revisiting events and behaviours can help you to spot any behaviours that would be helpful for you to work on, that may help you react more positively in the future.

5. Flexibility is embraced
Expecting your team to work in the same means others don’t have the opportunity to explore and share other ways of thinking. A more flexible approach may trigger new, more effective ways of working and learning that can help to keep things moving, even when times are uncertain.

6. Set your daily goals
If you’re feeling overwhelmed by your to do list, breaking it down into smaller, daily goals each morning can help you feel a lot more accomplished – and it’s a much more realistic way to work. Not only that, but goal setting also helps you to celebrate each of your successes as you achieve them.

7. Encourage regular breaks
When we sit working in the same spot for hours, it may feel productive, but it can actually be detrimental to our performance.

Research shows that we need brief breaks to protect our energy, mental clarity, creativity and focus. To enhance your team’s wellbeing and help build resilience, think about introducing them to the Pomodoro technique, where short bursts of activity are mixed with regular breaks.

8. Non-work bonding
Take the time to organise occasions that help your team bond on a more personal level. Team-building sessions, volunteering, retreats and social get-togethers can all help promote psychological safety within your team.

9. Sharing the art of mindfulness
Team mindfulness sessions can help to regain control of your thoughts, which can be especially useful for those feeling doubtful of the future. When practiced regularly, mindfulness can help your team to embrace work more positively.

10. Check in regularly
Help your team to practice their self-evaluation skills by hosting regular check-ins with them. Ask your team what they’re proud of, and where things could have got better. This can encourage them to think differently before acting to future scenarios.

The importance of resilience in the workplace
Like any sustainable changes, resilience takes time and dedication. However, if you feel like you’re getting nowhere, it could be a sign of mental health struggles. Encourage your team to seek these services if they’re available to them, as tackling issues earlier on is more likely to achieve better outcomes.

*Research BUPA UK