Amid the backdrop of a global pandemic, businesses that are putting their people first are more likely to thrive. By creating a workplace environment that provides security, motivation, and belonging, they are more able to weather the fiercest of storms. They are rising, resilient.
Are you rising resilient?
Our short self-assessment survey provides you with an immediate indication as to whether your workforce is likely to be resilient.
- See how you fare against our resilience gauge
- Understand your key areas for improvement, and how to make change happen
- Discover how well-rounded your health and wellbeing approach is
While many organisations invest in the wellbeing of their team, few are resilient:
of employees are resilient*
do not feel secure at work*
do not feel able to reach their potential*
* Data from the Aon Rising Resilient survey March 2020.
There is nothing that businesses need more right now than workforce resilience. To achieve this, organisations must re-evaluate their approach to the health and wellbeing of their workforce.
Wellbeing alone is not enough. Resilience requires visionary leadership, a continuous dialogue with your workforce, and a well-rounded programme of wellbeing that supports diverse needs. The benefits for employers are clear; only 30% of employees are classed as resilient, yet 93% of resilient employees say they would want to stay with their employer, and 86% of resilient employees feel fully motivated at work. Workforce resilience needs to be placed high on the agenda, as it not only matters to your people, but can unlock your organisation’s potential.
Insights that are shaping wellbeing at work
Why Does Workforce Resilience Matter In Mergers & Acquisitions?
People are the core of every organisation and savvy deal makers know that a strong focus on people is paramount to the success of any transaction. As a result, human capital due diligence has become a critical part of any M&A process.
How Organisations Across Asia Approach DE&I
As many firms focus on delivering their diversity, equity and inclusion (DE&I) goals in more concrete ways, it has become increasingly evident that DE&I is not just an altruistic endeavour to improve society. It has clear commercial and economic impact.