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In the latest installment of our HR GameChangers series, we gathered a panel of people leaders to explore the intricacies of building a resilient culture.
Fostering adaptability, transparent communication, and employee empowerment are crucial for organizations aiming to thrive amidst transitions.
For more HR technology insights, check out our previous episodes:
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Watch the full conversation from episode 6 below, or keep reading for a quick recap of the highlights.
Building a Resilient Culture: Quick Recap
Here’s an introduction to our incredible panel for this episode:
Hamutal Oren-Fox, Chief People Officer, Snappy
Jeffrey Schmitz, Chief People Officer, Zebra Technologies
Leadership Strategies for Building a Resilient Culture
The conversation kicked off with a discussion on leadership strategies that can be deployed to cultivate a resilient culture. Hamutal Oren-Fox, Chief People Officer of Snappy, emphasized the importance of a strong organizational culture as an anchor.
“A resilient culture is basically one that enables people to feel at home if they are the right fit for the organization.”
—Hamutal Oren-Fox, Chief People Officer @ Snappy
This sentiment was echoed by Jeffrey Schmitz, Chief People Officer at Zebra Technologies, who added, “Ultimately, an organization’s resilience lies in the fabric of the culture.” Both leaders agreed that a resilient culture is not just about having values but living them consistently. Jeffrey highlighted the need for clear, inspirational values that are more than just posters on the wall.
“It’s important that a culture fosters belonging and teamwork, as well as individual learning, development, and well-being.”
—Jeffrey Schmitz, Chief People Officer @ Zebra Technologies
Encouraging Continuous Learning
Continuous learning and change emerged as a pivotal theme in building resilience. The panelists discussed how organizations can encourage and promote this practice. Hamutal notes that how companies navigate change can be a key indicator of the resiliency of their culture.
“The pace in which the organization is able to adjust to change is actually a great indicator if the culture is resilient or not.”
—Hamutal Oren-Fox, Chief People Officer @ Snappy
Jeffrey shared Zebra Technologies’ approach to fostering learning, which involves engaging employees in workshops and follow-up sessions to ensure they understand and embody the company’s values.
“It’s important to reenergize, reinvest in culture so when things do get difficult, we’re in great shape to be resilient.”
—Jeffrey Schmitz, Chief People Officer @ Zebra Technologies
Tools and Techniques for Engagement
Keeping everyone informed and engaged is critical during times of change. The panelists shared various tools and techniques to achieve this. Jeffrey mentioned the importance of listening to employees through annual engagement surveys and real-time check-ins. “Listening is just as important as communicating out,” he emphasized. This two-way communication ensures that employees feel heard and valued.
Hamutal highlighted the need for repetition and diverse communication formats to cater to different learning styles.
“People absorb information in different ways, so using different formats in order to communicate those messages is super important.”
—Hamutal Oren-Fox, Chief People Officer @ Snappy
Jeffrey agreed with the need for repetition, stating, “Right about the time that the leader of the organization is completely sick and tired of a message, the people are just starting to understand.”
Support Networks for Navigating Change
Support groups and networks play a vital role in helping employees navigate change. The panelists discussed how these networks can be leveraged to provide additional support. Hamutal suggested that having multiple people reach out to individuals affected by change can provide a more comprehensive understanding of their needs. “You will find that you will hear different things from the same person when different people approach that person,” she noted.
Jeffrey added that involving employees in impact planning can ease the transition process. “Bring them into the co-creation if they’re going to be specifically impacted,” he advised. This approach not only empowers employees but also fosters a sense of ownership and commitment to the change.
Communication Strategies for Collaboration and Productivity
Effective communication strategies are essential for strengthening collaboration and productivity. The panelists emphasized the importance of transparent and consistent messaging. Hamutal advocated for treating employees as adults by sharing the truth in an honest way. “Respect means to actually share the truth in the most direct way, in an honest way,” she stated.
Jeffrey shared a practical example from Zebra Technologies, where the CEO held meetings with all directors to ensure everyone was aligned with the company’s response to challenging economic times, before communicating to the broader team.
“The simple act of engaging with the rest of the management team saying we’re all on the same page made it easier for that message to get out.”
—Jeffrey Schmitz, Chief People Officer @ Zebra Technologies
Building a Resilient Culture: Trends for 2025
As organizations navigate the complexities of today’s business environment, building a resilient culture becomes increasingly essential. This episode of HR GameChangers provided valuable insights into the strategies and practices that can help organizations foster adaptability, transparent communication, and continuous learning. By living their values, listening to employees, and engaging them in meaningful ways, organizations can create a culture that not only withstands change but thrives in it.
In the words of Hamutal Oren-Fox, “When culture is really strong, it becomes an anchor for people in the organization.” This anchor, built on trust and transparency, is what ultimately drives resilience and success.
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Frequently Asked Questions
1: What is a resilient culture, and why is it important for organizations?
A resilient culture is one that enables employees to feel at home and adapt quickly to changes. It acts as an anchor for the organization, providing stability and continuity even as people come and go. This type of culture is crucial because it fosters adaptability, supports continuous learning, and helps the organization thrive amidst transitions.
2: How can organizations encourage continuous learning among employees?
Organizations can promote continuous learning by embedding curiosity as a core value, offering workshops and follow-up engagements, and providing opportunities for employees to learn about the business. Encouraging a mindset of curiosity and openness to new ideas helps align employees with the organization’s evolving goals.
3: What tools and techniques can be used to keep employees informed and engaged during times of change?
Effective tools and techniques include conducting annual engagement surveys, real-time check-ins, and using diverse communication formats such as one-on-one meetings, written messages, all-hands meetings, and digital platforms like Slack. Repetition and varied communication methods ensure that information is absorbed by employees with different learning styles.
4: How can support networks help employees navigate through change?
Support networks provide additional layers of communication and understanding. By having multiple people reach out to those affected by change, organizations can gather comprehensive feedback and address concerns more effectively. Involving employees in co-creation processes also empowers them and fosters a sense of ownership over the changes.
5: What communication strategies can strengthen collaboration and productivity during transitions?
Transparent and consistent messaging is key. Treating employees as adults by sharing honest and direct information builds trust. Ensuring that management is aligned and equipped with the same messages helps maintain consistency. Engaging employees in dialogue and listening to their feedback further strengthens collaboration and productivity.