Here are recommended survey questions to determine each of your team member’s level of resilience (scale of 1-low to 5-high). If you have a psychologically safe environment you have the option of this being anonymous or not. If you are not sure, I recommend anonymity to increase the likelihood of full disclosure.
- I have all the freedom I need to decide how to get my work done.
- No matter what else is going on around me, I can stay focused on getting my work done.
- In the last week, I have felt excited to work every day.
- I always believe that things are going to work out for the best.
- My team leader tells me what I need to know before I need to know it.
- I trust my team leader.
- I am encouraged to take risks.
- Senior leaders are one step ahead of events.
- Senior leaders always do what they say they are going to do.
- I completely trust my company’s senior leaders.
This article goes into more detail.
The key finding, for me, is that leaders can affect the level of resiliency by being straight with people; sharing more information of what is going on and not glossing over the tough bits. That is, DO NOT act like everything is fine when it is not as that diminishes the resiliency of your team which has a corollary effect on their engagement levels.
Marcus Buckingham shares an overview of the study in a five minute video here.
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