Supervisors play a critical role in shaping the work environment and influencing employee well-being. In the context of workplace resiliency, supervisors have the power to either enhance or hinder employees’ ability to bounce back from challenges and thrive in the face of adversity. This short article explores how supervisors impact workplace resiliency and presents three priorities for supervisors to prioritize wellbeing in the workplace, supported by relevant research and insights.
Priority 1: Foster Supportive Relationships
Supervisors who foster supportive relationships with their employees contribute significantly to building workplace resiliency. Research has shown that supportive supervisor-employee relationships promote employee engagement, job satisfaction, and overall resilience (Luthans et al., 2015). By being approachable, empathetic, and providing emotional support, supervisors create an environment where employees feel safe and valued. Such relationships help employees cope with stress, seek guidance during challenging times, and develop a sense of belonging, which in turn enhances their resilience. The old guard who once said not to get too close to employees never had a resilient workforce and the unity of a true team.
Priority 2: Cultivate Trust & Psychological Safety
Trust and psychological safety are crucial elements for developing workplace resiliency. When employees trust their supervisors and feel psychologically safe, they are more likely to take risks, share ideas, and learn from failures. Research has shown that organizations with high levels of trust and psychological safety have employees who are more resilient, innovative, and adaptable (Edmondson, 2019). Supervisors can cultivate trust by demonstrating integrity, being transparent, and fostering open communication. By creating a psychologically safe environment, supervisors enable employees to embrace challenges, learn from setbacks, and build their resilience.
Priority 3: Provide Growth Opportunities & Resources
Supervisors who prioritize employee growth and provide necessary resources contribute to building workplace resiliency. Employees who have access to learning opportunities, training, and resources are better equipped to adapt to changing demands and overcome challenges. Research has indicated that providing growth opportunities positively influences employee resilience, engagement, and well-being (Hobfoll et al., 2018). Supervisors can support employee growth by identifying development needs, providing constructive feedback, and offering opportunities for skill-building. By investing in employee growth and ensuring access to necessary resources, supervisors empower employees to develop the resilience needed to navigate obstacles and thrive.
Supervisors play a crucial role in fostering workplace resiliency. By prioritizing supportive relationships, cultivating trust and psychological safety, and providing growth opportunities and resources, supervisors can create an environment that promotes employee well-being, engagement, and resilience. Investing in these priorities not only benefits individual employees but also contributes to the overall success and resilience of the organization. Supervisors who understand their impact on workplace resiliency can nurture a resilient workforce that thrives in the face of challenges and achieves sustainable success.
References:
Edmondson, A. C. (2019). The fearless organization: Creating psychological safety in the workplace for learning, innovation, and growth. Wiley.
Hobfoll, S. E., Halbesleben, J., Neveu, J. P., & Westman, M. (2018). Conservation of resources in the organizational context: The reality of resources and their consequences. Annual Review of Organizational Psychology and Organizational Behavior, 5, 103-128.
Luthans, F., Vogelgesang, G. R., & Lester, P. B. (2015). Developing the psychological capital of resiliency. Human Resource Development Review, 14(3), 233-262.