Every team faces challenges—tight deadlines, shifting priorities, unexpected setbacks. Some teams crumble under the pressure. Others pull together, adapt, and come out stronger. The difference? Resilience.
Every September, R U OK? Day reminds us of the power of a simple question: “Are you OK?” This year’s theme, “Ask R U OK? Any Day,” is a powerful reminder that these conversations don’t need to be saved for a single calendar date — they should be part of how we connect with one another every day.
One day you’re working alongside your peers, the next you’re expected to set direction, manage performance, and support people through all the ups and downs of work life. That’s a lot. Here’s the thing: nobody expects you to have it all figured out on day one. But there are five leadership skills that will make the transition smoother—and help you feel confident, not just competent.
Resilience has become a workplace buzzword—but for leaders, it’s more than a nice concept. It’s a critical skill to cultivate within teams. In high-pressure environments where change, deadlines, and challenges are part of daily life, resilience is what keeps teams from buckling under the weight.
Stress isn’t always negative. Short bursts can sharpen focus, drive creativity, and fuel performance. But when stress is constant, unmanaged, or ignored, it chips away at wellbeing, morale, and productivity. Resilient teams recognise this reality. They don’t pretend stress doesn’t exist—they acknowledge it, manage it, and adapt.
“Employee happiness,” “employee engagement,” and “employee wellbeing” are terms that are often thrown around interchangeably. While they’re all related, they mean different things and imply different strategies. Easier said than done, we know. But we’re here to help. Here are 7 proven and powerful ways to boost employee wellbeing at your company.
The key to a successful organization is to have a culture based on a strongly held and widely shared set of beliefs that are supported by strategy and structure. When an organization has a strong culture, three things happen: Employees know how top management wants them to respond to any situation, employees believe that the expected response is the proper one, and employees know that they will be rewarded for demonstrating the organization's values.
Creating a company culture where company values, goals and practices are shared with their employees inevitably helps employees to see the direction the company is heading and what they’re doing to achieve their goals. This gives employees a sense of purpose; a way to bring meaning to their work and understand the contributions they are making to the company.
