How to find and promote optimistic and resilient employees
Today’s working world puts the resilience and optimism of many people to the test. Digitalisation and automation require employees to regularly adapt to new technologies and working conditions. This calls not only for flexibility, but also emotional stability. According to the ‘State of the Global Workplace’ report by Gallup (2022), 44% of employees worldwide stated that they are under stress every day. Burnout rates continue to rise. A survey by the McKinsey Global Institute (2021) found that 42% of employees are concerned about workplace stress and its impact on their mental health. Added to this are the numerous global crises that are affecting people’s psychological well-being.
Those who are optimistic tend to be more resilient
We admit the numbers do not exactly scream “Feel positive!”. This makes it all the more important for companies to focus more on resilience and optimism as characteristics.
Resilience refers to the ability to overcome setbacks and difficult situations without falling apart. Resilient people always find the strength to recover and emerge stronger from crises. They remain focussed on their goals even in the face of difficulties and tend to learn from past experiences and use this knowledge to master future tasks.
Optimism, on the other hand, describes the ability to see challenges as opportunities for growth and further development. Optimistic people have a positive attitude that makes it easier for them to deal with obstacles. Through their optimistic view of the future, they can overcome fears and inspire others to take action, even those who may doubt or hesitate.
While these two characteristics are independent aspects they can also reinforce each other. In combination with a strong sense of self-efficacy, people with a positive attitude to life are more likely to trust in their ability to overcome problems, even in difficult situations. Studies show that optimistic people react more resiliently to stressful situations.
The positive consequences of positive thinking
Companies that specifically hire optimistic and resilient people benefit on several levels:
- Performance and productivity: resilient and optimistic employees remain productive even under pressure and overcome challenges more easily. They are more flexible and have a high frustration tolerance, which is an advantage in times of constant change. A study by McKinsey shows that companies that implement targeted resilience programmes achieve a 22% increase in employee satisfaction and productivity.
- Cost efficiency: Companies save costs in the long term, as employees with these characteristics are less likely to be absent due to illness and have a lower risk of developing burnout. According to a study by Deloitte, companies can reduce sick leave by up to 29% by implementing programmes to promote resilience.
- Innovative spirit: Optimistic employees see problems as challenges and develop creative solutions. A study by PwC shows that companies with more resilient teams are 1.5 times more likely to develop innovative products and solutions than companies with less resilient teams.
- Positive team dynamics: Teams made up of resilient and optimistic members are able to resolve conflicts better and work together more efficiently. These employees contribute to a positive working atmosphere that strengthens the entire team.
Finding optimistic and resilient employees with AI
AI can help companies recognise and promote optimism and resilience in (potential) employees in a number of ways. When recruiting, AI-supported systems can analyze application documents, social media profiles and work samples to find indications of resilience and optimism. AI-based personality diagnostics, like the ones we use at Zortify, are able to identify personality traits that indicate a high level of resilience or an optimistic attitude based on free-text answers to everyday questions. The risk of social desirability of answers is significantly reduced by AI.
AI-supported personality analyses can also make a difference when selecting and developing existing employees – especially when it comes to leadership positions. Optimism and resilience are important characteristics here. Hans Werner Hagemann from the Munich Leadership Group, one of our partner companies, has correctly stated that in the future, leadership must entail ‘shaking up’ employees in a controlled manner. In other words, making them insecure in their tried and tested behavioral patterns in order to push them out of their comfort zones without frightening them. This works best with an optimistic attitude, which prospective leaders already carry within them at best. AI can make it visible.
AI systems can also measure the mental state and well-being of employees by analyzing written texts and deriving automated reports and recommendations for leaders.
What to do with the less optimistic?
Of course, not all employees are optimistic or resilient by nature. However, this does not disqualify them for tasks with more responsibility or as team leaders. Firstly, it is important to identify the causes. These often lie in stress, overwork or personal problems. Managers should therefore be able to recognise warning signs and act appropriately. There are numerous programmes that help employees to strengthen their resilience, such as mindfulness training, stress management programmes and psychological counseling.
Optimism can also be trained. Neuroscientific findings show that regular positive thinking ‘reprogrammes’ the brain. Neuronal plasticity can create new thought patterns that lead to greater resilience and emotional stability in the long term. Methods such as journaling, cognitive restructuring or consciously focussing on positive events can help with this.
Creating a positive corporate culture
Companies must aim to establish a corporate culture that empowers employees. People who feel self-efficacy and trust in their abilities often find it easier to cope with changing conditions. An environment in which mistakes are not immediately punished, but instead result in a learning process, gives employees the confidence to get involved and try things out. Last but not least, companies should communicate that it is okay not to be okay sometimes, that crises are part of life and that employees are also seen as human beings with their fears and worries. A corporate culture that promotes optimism and resilience not only attracts new talent, but also helps to retain existing employees. A study by LinkedIn shows that 72% of professionals state that a positive work culture is a decisive factor when choosing their employer.
Round-up: Our top 5 ways to a resilient organization:
- Measuring optimism and resilience right from the recruitment stage. AI avoids social desirability.
- Provide coaching programmes to train resilience and optimism.
- Train managers in active listening.
- Accept mistakes and learn from them together.
- Continuously use AI-based personality diagnostics to visualise potential deficits, progress and development opportunities.
Hybrid work personality: The ‘person first’ approach and the role of AI
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