As wellbeing declines, so does performance. Resilience is at the heart of wellbeing. Resilience People = Resilience Profits

1. EMPLOYEE RESILIENCE —
W W W . R E S I L I E N C E M E N T O R . C O M
THE HEART OF WELLBEING,
ENGAGEMENT & SUSTAINABLE
PERFORMANCE

2. WELCOME TO
WORKSHOP 5 IN
THE RESILIENCE
AT WORK SERIES:
Employee Resilience —
The Heart of Wellbeing,
Engagement & Sustainable
Performance

3. This series of short
workshop presentations
explore key topics of
engagement, performance
and resilience at work to
support your business case
for new Wellness
initiatives.
Enjoy,
Gavriel Shaw
ResilienceMentor.com

4. …HERE ARE SOME
OF THE COMMON
WORDS THAT
STAFF MIGHT USE
TO DESCRIBE THEIR
EXPERIENCE AT
WORK:

5. "Drained"
"Stressed"
"Bored"
"Overwhelmed"
"Frustrated"
"Knackered"

6. ON THE OTHER
HAND... HERE ARE
OTHER WORDS
THEY ALSO USE TO
DESCRIBE THEIR
EXPERIENCE AT
WORK:

7. "Empowered"
"Satisfied"
"Relieved"
"Excited"
"Focused"
"Energised"

8. EMPLOYEE
EXPERIENCE
AFFECTS
PERFORMANCE
MASSIVELY

9. PERFORMANCE
DEPENDS ON
STATE OF MIND…
A SENSE OF
EASE…
EMOTIONAL
BALANCE…

10. ALL ROUND
‘WELLBEING’.

11. AS WELLBEING DECLINES,
SO DOES PERFORMANCE.

12. RESILIENCE PEOPLE =
RESILIENCE PROFITS

13. RESILIENCE IS
AT THE HEART
OF WELLBEING.

14. AND THEREFORE,
RESILIENCE IS THE
ESSENCE OF PEAK
PERFORMANCE.

15. WHAT IS
‘RESILIENCE’,
EXACTLY?

16. THE CAPACITY TO
RECOVER QUICKLY
FROM DIFFICULTIES;
TOUGHNESS.
A dictionary definition:

17. THE ABILITY TO ADAPT TO
ADVERSITY, BOUNCE
BACK FROM DISRUPTION,
AND THRIVE IN THE FACE
OF CHALLENGE - LEADING
TO PEAK PERFORMANCE
AND OPTMUM WELLBEING.
We define it as:

18. That is:
Resilient People = Resilient Profits
O N L Y A R E S I L I E N T
E M P L O Y E E H A S T H E
C A P A C I T Y A N D
C H A R A C T E R T O R E M A I N
E N G A G E D , F O C U S E D
A N D E N E R G I S E D F O R
P E R F O R M A N C E .

19. THE SEQUENCE OF
FACTORS LOOKS LIKE THIS:
Resilience
Wellbeing
Engagement
Performance

20. Top Three Drains:
"Being Criticised, Work Pace/Volume, and Difficult Relationships"

21. UNTIL NOW:
RESILIENCE HAS LARGELY
BEEN LEFT UP TO THE
EMPLOYEES OWN DEVICES.

22. CURLED UP IN BED TO
RECUPERATE FROM THE
WORKING WEEK…

23. OR A HEAVY WEEKEND OF
DRUGS, SEX AND ROCK ’N
‘ROLL… SO TO SPEAK.

24. SOME EMPLOYEES
HIDE CHRONIC
STRESS,

25. OTHERS SEARCH FOR
GREENER PASTURES IN A
NEW JOB,

26. WHILE OTHERS SIMPLY
RESIGN THEMSELVES TO
‘GETTING BY’.

27. ...SO WHAT CAN HR DO TO SUPPORT
INDIVIDUAL EMPLOYEE RESILIENCE FOR
SUSTAINABLE PERFORMANCE?

28. 3. Involve ResilenceMentor.com for bite­size
mentoring of staff. (Request an Info Kit here).
2. Use the Employee Experience for
Resilience Index to conduct internal
assessments. (See our User Guide here).
1. Overall, make Wellness at work a top
priority. Not just a ‘nice to have’.

29. Access our white paper:
Resilience At Work, for the
complete picture on which these
workshops are based.
WHITE PAPER
www.resiliencementor.com/white­paper