Workforce resilience: see where it is thin

Lasting adaptability

The report reads the kind of adaptability that holds up over months of pressure, which is what a long change demands.

Linked to performance and potential
Advice for every strength and gap
Actions for now and the next change

Known costs

Replacing an employee costs half to twice their annual salary. Finding the weak points early costs less than finding them in resignations.

Support in place before absence rises
Cover planned for critical roles
Spend focused on exposed teams

Source: Gallup, 2019.

Nothing extra

People complete one online assessment. There is no separate diagnostic to run while the change is live and managers are stretched.

Completed in the person’s own time
Plain language reports for managers
A personal report for everyone

Group overview

A group overview shows which teams, functions and sites are well placed for sustained pressure and which are exposed, side by side, from the same completions.

Personal report

Every participant gets their own report on how they tend to respond to change and pressure, with strengths to lean on and an editable action page.

Depth to suit

The report runs from a shorter or a fuller behavioral assessment, so you can match the depth to the size of the population and the decision.

Support where it counts

Guidance on where coaching and team development will do most good, so support follows the evidence instead of the org chart.

Your questions answered

What HR teams ask before running a resilience read.

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What is workforce resilience?

Workforce resilience is the capacity of your people to keep performing through sustained pressure and repeated change. In practice it shows up as who holds critical work together, who stalls, and where a team has no one to cover a gap.

How do you measure workplace resilience?

With a behavioral assessment and a report built for change, which shows how each person tends to respond to change, pressure and uncertainty at work. Results roll up to team, function and site, so you can see where resilience is strong and where it is thin.

How is this different from change readiness?

Change readiness prepares each person for a specific change and gives them a plan to develop. Workforce resilience uses the same read to decide where people and support go across the organization while pressure lasts. Read more about change readiness.

Can we see organizational resilience across sites and functions?

Yes. Individual results roll up into group profiles, so you can compare teams, functions and sites and see where organizational resilience is concentrated and where it is exposed.

Is this a wellbeing or mental health assessment?

No. It measures behavior at work: how people tend to respond to change and pressure. It is not a clinical or wellbeing measure, and it sits alongside your wellbeing support rather than replacing it.

Does it help with a restructure?

Yes, as an input. It shows who is likely to hold steady in a critical role and where a team needs experienced cover. Decisions on structure and headcount stay with you, as part of your wider talent mobility planning.

Talk to us before the pressure peaks

Tell us what is changing and which teams worry you. We will show you the read.

Know where workforce resilience is thin

How to read workforce resilience

THE CHALLENGE

ASSESS THE PEOPLE

SEE THE PATTERN

DECIDE WHERE PEOPLE GO

Why it works

Lasting adaptability

Known costs

Nothing extra

What you get from the resilience read

One completion gives each person a report and the team a group overview.