COVID-19 has forced companies around the world to be flexible and switch quickly. For many, that shift has come in the form of digital transformation efforts. According to a worldwide McKinsey report the proportion of products and services digitized in part or in full in December 2019 was only 35%. However, by July 2020 the percentage had risen to 55%. That's an acceleration of seven years – in just half a year.

However agility presents itself, it is clear that if companies are to respond well to crises such as this pandemic, they need teams that can turn quickly to deal with changing demands. frontal. If companies don't have workers with the right skills to do that, they will fall behind.

Developing Teams for Resilience

According to another McKinsey study 87% of executives worldwide are currently experiencing either a skills gap or expect to see one in the coming years. Now is an excellent time to think about how to close those gaps. Instead of hiring new talent you can focus on developing the team you already have through upskilling.

"When you invest in upskilling, you increase the potential of your existing resources instead of using your resources for shedding. A very competitive job market," said Jeff Mazur Executive Director of LaunchCode, a nun -profit organization that wants to fill the skills gap in technology. "And you help employees move forward from lower skill jobs and move up in their careers."

By giving your current employees the training they need to be effective and Dexterously responding when the next disaster strikes, you build a resilient business that can survive whatever the future holds.Here are three additional steps that will help you develop the talent you already have and create a more resilient business:

  1. Choose a one-on-one approach.
    Research shows that one-on-one coaching is an effective way to develop employees for a resilience. huge workforce. Start with individual meetings with employees to determine which skills they are most interested in acquiring or developing skills, and then mentor them yourself or pair them with other individuals who can teach them more about the skill.

    For example, if an employee is interested in building their leadership skills, consider establishing a mentoring program where you can meet regularly to provide advice and assess their growth as a leader. If another employee is interested in something outside of your wheelhouse, match her with a leader in your company with relevant skills to help others learn.

  2. Encourage relaxation and allow time to relax.
    The most resilient teams are hard at work. , of course, but there's a fine line between hardworking and overworked. And running yourself into the ground is not the same as resilience. Create an atmosphere in which your employees feel engaged and encouraged to take a step back, unwind and return to work refreshed and focused.

    This requires more from you than just offering more paid time off or flexible working hours. Employees may know these options are available, but they still feel guilty or anxious about taking time off. Why? Maybe they don't want to burden their teammates with extra work or are worried about returning to an even bigger stack of tasks. To reduce these problems, train other employees differently and clearly document processes so that free time is never seen as a burden – for the person taking time off or for the people who fill in while their colleagues are away.

  3. ] Providing employees with opportunities to connect.
    In a remote work environment – such as the one many of us are currently in and will remain in for some time – we do not have the ability to talk to our colleagues in the ways that we once took for granted. But that doesn't mean employees who come together to talk are any less valuable. In fact, amid the many changes and stressors that have evolved from COVID-19, deliberate socialization is even more important.

If you want to build a resilient business, you must give your employees time to share their struggles. , solutions, positive experiences, motivations and more together. You can of course ask your employees about these things when you meet them individually, but they will likely be more outspoken with their colleagues. Establish times when employees can get together – whether that's a virtual happy hour or lunch break or even an outdoor social picnic. Resilient teams work together, which means coming into regular contact with each other.

Every company is as resilient as its employees . If you want to weather this pandemic and be well prepared for any crisis, giving your teams the resources they need to be resilient must be number 1 priority. Help your employees develop skills, take care of themselves and connect with those around them to create a resilient workforce that will always recover.