How can you measure employee resilience in the face of change?

1 Self-report surveys

One of the most common and simple ways to measure employee resilience is to ask them directly. You can use standardized surveys or questionnaires that measure resilience as a psychological construct, such as the Connor-Davidson Resilience Scale (CD-RISC) or the Resilience Scale for Adults (RSA). These surveys typically ask employees to rate their agreement with statements that reflect resilience factors, such as optimism, self-efficacy, social support, or coping skills. The advantage of self-report surveys is that they are easy to administer and score, and they can provide a baseline for employee resilience. However, they also have some limitations, such as social desirability bias, self-awareness bias, or response fatigue.

2 Behavioral indicators

Another way to measure employee resilience is to observe their behavior in response to change. You can use behavioral indicators that reflect how employees cope with stress, uncertainty, and adversity, such as absenteeism, turnover, performance, feedback, or engagement. For example, you can track how often employees call in sick, quit their jobs, meet their goals, seek or give feedback, or participate in learning activities during or after a change initiative. The advantage of behavioral indicators is that they are more objective and observable than self-report surveys, and they can show the impact of resilience on organizational outcomes. However, they also have some challenges, such as data availability, validity, or attribution.

3 Psychophysiological measures

A third way to measure employee resilience is to monitor their psychophysiological reactions to change. You can use psychophysiological measures that capture how employees' bodies and brains respond to stress, uncertainty, and adversity, such as heart rate variability (HRV), electroencephalography (EEG), or cortisol levels. These measures can indicate how employees regulate their emotions, attention, and arousal during or after a change event. The advantage of psychophysiological measures is that they are more accurate and reliable than self-report surveys or behavioral indicators, and they can reveal the underlying mechanisms of resilience. However, they also have some drawbacks, such as ethical issues, practical difficulties, or cost.

4 Resilience interventions

A fourth way to measure employee resilience is to evaluate the effectiveness of resilience interventions. You can use resilience interventions that aim to enhance employees' resilience skills and resources, such as coaching, training, mentoring, or peer support. These interventions can help employees learn and practice strategies to cope with stress, uncertainty, and adversity, such as mindfulness, cognitive restructuring, problem-solving, or gratitude. The advantage of resilience interventions is that they are proactive and developmental, and they can improve employee resilience and well-being. However, they also have some considerations, such as design, delivery, or evaluation.

5 Multi-method approach

A fifth and final way to measure employee resilience is to use a multi-method approach that combines different methods and tools. You can use a multi-method approach that integrates self-report surveys, behavioral indicators, psychophysiological measures, and resilience interventions to obtain a comprehensive and holistic picture of employee resilience. This approach can help you capture the complexity and diversity of resilience, and to triangulate and validate your results. The advantage of a multi-method approach is that it is more robust and comprehensive than any single method, and it can provide rich and actionable insights for employee development. However, it also has some implications, such as coordination, integration, or interpretation.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?