Training, succession planning, and sound policies are at the heart of a resilient workforce.
Establishing and maintaining a resilient mindset in the workforce means having the right policies and people in place to ensure continuity and sound business practices.
As seen in the recent post, Identifying the Top Enterprise Risks for 2018¸ organizations need to have the right structures – succession planning, security, communication, and training – that support the development of workforces that can respond, adapt, and grow.
- Employee Education and Training
Organizations should invest in programs that teach employees how to effectively prepare for and respond to risks and threats. Employees need to be aware of the pertinent policies and procedures and be trained on how to appropriately respond.
Job training needs to be continual and consistent, providing employees from the time they join the organization the resources that allow them to demonstrate resilience in the moment of action.
To be effective, employee education should also include training employees to look for and seize the opportunities afforded by change. Why? Simply stated, business resilience is proactive and grows from an environment of continuous improvement and optimization of business processes.
- Succession Planning
Institutional resilience means having thoughtful, organized, and strategic succession plans that provide for business continuity in the event of a key departure from the organization.
The process begins by identifying the key leadership segments and leaders at all levels. The available internal talent supply needs to be assessed to determine whether likely successors are in place or not. For internal successors, what skills and experiences will they need to step into a new role when needed? If talent is not in place, external sources need to be identified and, when possible, cultivated.
Regular talent reviews can ensure that identified talent progression is calibrated with institutional need. Remember that business resilience comes from cultivating a culture of continuous improvement at all employee levels.
Today, organizations need enterprise approaches to security to keep systems, data, and access secure. That means having the right solutions that ensure proper identity management and system access. It also means ensuring that companies teach employees how to identify and spot intrusions, know how to access data securely, and how to spot common attempts to phish or otherwise allow access to sensitive information and systems.
Employees who understand the role their work plays in broader organizational goals are going to be more resilient in the face of challenges.
Communication must be transparent and consistent on multiple levels. Companies need to be sure to communicate policies and procedures and company priorities and goals.
On a granular level, companies need to train managers and supervisors to relate each employee’s work to the broader organizational goals and the critical role each plays in institutional success. Doing so makes employees more aware of not just how work is done but also why their work is relevant.
- Processes That Focus on Continuous Improvement
Companies should have policies that assess work, results, and goals with a mindset of continuous growth. By taking challenges as opportunities for future learning and growth, employees will approach setbacks, risks, and even disasters as opportunities to test their resilience, experiences that will lead to improvement for themselves and their company.
At Continuity Logic, we help companies with integrated risk management systems that enable better management, monitoring, and reporting. From business continuity management and enterprise risk assessment to crisis and disaster recovery management, Continuity Logic prepares companies and their employees for multiple contingencies.
Contact our team to learn more how Continuity Logic can support your talent management efforts to build a resilient workforce and keep your organization prepared for risks and poised for growth.