Organisations have become increasingly interested in how to develop employee engagement. The success of such an intervention is not only dependent on its quality, but also on the organization of the intervention and the process. Read on to see how resilience is an important predictor of engagement.
In a randomised trial by Jo-Anne Abbott, Britt Klein, Catherine Hamilton and Andrew J Rosenthal, an internet-based online resilience building program was evaluated among sales managers at Australia. This program was designed to enhance resilience by teaching seven skills to help improve ability to cope with challenges and setbacks and maximize potential achievements. Sales managers found the resilience training very enjoyable and believed it would improve their work performance and life skills.
At an individual, employee level, personal resources such as self-efficacy and resilience and job resources like social support and supervisory coaching may be important predictors of engagement. The conclusion will be that these factors should be optimized at the personal level.