How to build an emotionally resilient workplace
Resilience in the workplace isn’t just about effectively managing stress. Employees need the skills, mindset and environment to “bounce back” after facing difficult situations. Research shows that employees with higher emotional resilience experience greater job satisfaction, lower stress levels and higher productivity. Ultimately, an emotionally resilient workplace contributes to a healthier, more sustainable work culture that drives individual and organisational success.
How do you build resilience at work? In this article we share the processes we use to help build stronger teams, one resilient employee at a time.
What does resilience at work look like?
At its core, resilience at work is the ability to manage stress, adapt to change and navigate workplace challenges without derailing your productivity or wellbeing. Resilient employees don’t just “push through” difficulties, they respond rather than react, staying emotionally grounded and solution focused.
Key characteristics of emotionally resilient workplaces:
Collaboration and teamwork … employees communicate openly and trust their colleagues
Emotional regulation … team members meet challenges with openness and curiosity as part of a problem-solving mindset, especially when we encounter strong emotions and forceful language
Adaptability … teams view setbacks and challenges as opportunities to grow and strengthen their commitment to each other and the task
Confidence and engagement … employees feel safe and empowered to contribute and take risks
3 examples of showing resilience at work
Every day at work we face challenging scenarios that require resilience, from dealing with conflict to managing tight deadlines. Here are three common examples we hear in our workplace trainings:
Missing out on a promotion
An employee applies for a leadership role but isn’t selected. Instead of disengaging and withdrawing from the team, they request feedback, set new goals, and take proactive steps to develop their skills; they see the setback as an opportunity, not a failure.
Navigating workplace conflict
Two colleagues clash over a project. A resilient employee actively listens, acknowledges different perspectives and finds a collaborative solution instead of escalating the conflict.
Managing a high-pressure deadline
A team faces an urgent client request requiring reallocation of resources. Instead of burning out or finger pointing, they stay focused under pressure, prioritise tasks and work collaboratively.
How to build resilient teams
At Groupwork Centre, we’ve devised seven building blocks that support greater emotional resilience, professionally and personally. This is crucial in today’s workplaces, where people are constantly navigating change, pressure and stress.
Self-awareness
This is the capacity to know ourselves, our strengths and areas of emotional vulnerability. It means recognising emotional trigger points, understanding where they stem from, what might activate them, and how to manage these responses in complex or conflictual situations.
Self-awareness also involves having ‘in the moment’ awareness, noticing what’s going on internally and why, so we can pause, reflect and choose how to respond. Our self awareness training helps employees develop reflection skills, notice emotions, and learn from reactions, so future choices are made with intention, not reactivity. Improving self awareness helps team members increase self compassion, self respect and embrace uniqueness.
Awareness of others
Emotional resilience is having an awareness of unconscious dynamics and recognising that we rarely know the full story behind someone’s behaviour. This helps us stay centred and grounded, especially when facing interpersonal tension. Avoiding assumptions or judgement, and instead staying calm and listening deeply, can help us regulate not just our own emotions, but create emotional safety in our interactions with others.
Generosity of spirit
In challenging situations, it’s helpful to assume positive intent and think well of people. Seeking to understand their reasons or story, can prevent unnecessary confusion, hurt or conflict. Generosity of spirit also asks us to listen without bias, even when someone’s views differ strongly from our own. It means having the humility to acknowledge our mistakes and the courage to apologise when we’ve caused harm.
Communicating across our differences
We often say, “great minds think differently”, or diversity of thought is essential for growth. However, when these differences aren’t communicated well, conflict can arise.
Resilience in this context means building communication microskills that let us fully hear someone else’s view, without denying our own. We must stand by our beliefs and express them honestly and respectfully, without putting others down. Rather than avoiding issues, we need the courage to first speak with the person we’re finding challenging.
Understanding power, rank and diversity
Power comes in many forms; authority, confidence, race, age, gender, education, and each of these impacts workplace dynamics. Resilient teams understand these dynamics and engage with empathy and understanding, even when it’s challenging. When we welcome opposing views and reflect on our own privilege, we create more equitable, inclusive and robust teams.
Holding the big picture
Holding the big picture means maintaining a broad, long-term perspective, especially when immediate challenges feel overwhelming. It involves understanding how your work fits into the larger system and how each action or decision contributes to the whole. This mindset helps individuals and teams make better decisions, prioritise tasks, and stay focused, especially in times of stress or uncertainty.
Self compassion and self care
This might be the most essential foundation for emotional resilience. To build resilience, we need to regularly tend to our own needs, creating space to think, reflect and rest. This includes mindfulness, taking breaks, physical movement, and finding time for joy and fun outside of work. It also means addressing unresolved issues, whether personal or professional, by seeking support when needed. Sustainable resilience doesn’t come from pushing through. It comes from balance, care and replenishment.
The importance of connection
We’ve added one more essential component, connection. Connection provides a support network that allows individuals to share challenges, feel seen and supported. When people feel connected to their colleagues, teams become safer, more empathetic and more effective. In emotionally resilient workplaces, connection encourages open communication, collaboration and trust, which not only reduces stress, but helps individuals bounce back faster from setbacks.
Why is resilience at work important?
Workplace stress is a leading contributor to burnout, disengagement, and staff turnover. An emotionally resilient workplace benefits both employees and the organisation by fostering:
Greater job satisfaction and engagement
Lower stress and burnout levels
Flexibility in times of change
Stronger problem solving and decision making skills
A recent study examined the effects of resilience on perceived employee well being. The research found that resilience is positively associated with improved well being, which is linked to better work outcomes. This suggests organisations that invest in resilience training can enhance employee engagement and performance.
Emotional resilience v emotional intelligence
While emotional intelligence (EQ) is about recognising our own emotions and others’,, emotional resilience is the application of skills and practices that enable us to stay resilient even in emotive situations.
It’s one thing to have emotional intelligence, (to understand the ‘theory of emotions’ - what we call an ‘above the neck’ or intellectual skill), it’s an entirely different thing to build emotional resilience, or the capacity to be present to emotion and remain resilient - a ‘beneath the neck, practical’ skill.
When to invest in emotional resilience training?
At Groupwork Centre, we offer tailored emotional resilience training to help employees and teams develop the mindset, skills, and strategies needed to thrive in today’s workplace.
Organisations should consider resilience training when they notice:
High employee stress and burnout
Frequent workplace conflicts
Low engagement and high turnover
Struggles adapting to change
Building an emotionally resilient workplace isn’t just about reducing stress. It’s about creating a culture where employees can maintain their productivity and wellbeing during stressful situations.
When organisations focus on self awareness, emotional intelligence, communication they give their teams the tools they need to confidently navigate challenges and conflict.
Want to build a more resilient workforce?
Explore our Emotional Resilience Training to build an emotionally strong workplace today.
