Resilience is an important trait for individuals to possess, as it helps them bounce back from adversity and challenges. However, bosses should never tell an employee to be resilient, as this places an unfair burden on the employee and shifts the responsibility for addressing workplace issues onto them.
First and foremost, telling an employee to be resilient suggests that they are responsible for their own struggles and challenges at work. This is not always the case. There may be systemic or structural issues within the organization that contribute to an employee’s difficulties, and it is the boss’s responsibility to address these issues, not the employee’s. Telling an employee to be resilient puts the onus on them to somehow “fix” their own problems, rather than addressing the root causes of those problems.
Furthermore, telling an employee to be resilient can be emotionally taxing and potentially damaging to their well-being. When an employee is struggling at work, they may already be feeling overwhelmed, stressed, or burnt out. Telling them to be resilient can add additional pressure and stress to an already difficult situation, and may even contribute to feelings of hopelessness or worthlessness.
In short, bosses should never tell an employee to be resilient. Instead, they should work to create a supportive and inclusive work environment that helps employees cope with challenges and adversity. This may involve providing resources such as mental health support, offering additional training or development opportunities, or addressing systemic issues within the organization. By taking a proactive approach to supporting their employees, bosses can create a healthier and more productive work environment for everyone.