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There exists an opportunity for HR teams and leaders to take R U OK? Day further and focus on the emotional resilience of all employees, writes Dr Jane Foster.
R U OK? Day is a vital reminder to check on our colleagues, teams, and the wider workplace community. It spotlights mental health and wellbeing, encouraging conversations that can make a significant difference for someone going through a tough time. However, there’s an opportunity to take this initiative further in the HR sector by focusing on emotional resilience. This essential skill empowers individuals and teams to handle workplace challenges with strength and composure.
In HR, our language can shape workplace culture, influencing how employees perceive and manage their emotions. On R U OK? Day, HR professionals have a unique opportunity to introduce a more nuanced language around emotional wellbeing that resonates deeply with employees and fosters a supportive environment. Instead of categorising experiences as simply “good” or “bad”, adopting the emotional resilience (ER) framework of “smooth” and “rough” roads can provide a more relatable and constructive way to discuss emotions.
This ER language allows employees to articulate their feelings without the pressure of being either perfectly fine or in crisis. It acknowledges that everyone experiences a mix of both smooth and rough roads and that these fluctuations are a natural part of life. By normalising this dialogue, HR can help create a workplace where emotional wellbeing is seen as a dynamic journey rather than a fixed state. This shift reduces stigma and encourages open conversations about mental health, strengthening interpersonal connections and a more resilient workforce.
Emotional resilience goes beyond merely checking in on someone’s current state. It’s about equipping employees with the tools and mindset needed to navigate the inevitable rough roads they’ll drive down. HR can play a pivotal role by offering training sessions, workshops, and resources that teach employees how to build emotional resilience. These initiatives can include techniques for managing stress, maintaining balance during difficult times, and seeking support when needed.
By integrating emotional resilience into workplace culture, HR professionals can foster an environment where employees feel empowered to handle adversity. This approach benefits individual wellbeing and enhances team cohesion and overall organisational health. Employees who feel supported and understood are more likely to be engaged, productive, and loyal, creating a positive feedback loop that reinforces a culture of care and resilience.
An example of this language change would be an employee who might find it easier to say, “I’m having a rough day,” instead of, “I’m having a bad day.” This shift softens the judgement associated with negative emotions, making it easier to open up and discuss what’s going on. HR leaders who adopt this language model have healthier ways to communicate feelings, fostering a more supportive and empathetic workplace culture.
What does it mean to be “OK” at work? In a professional environment that often prioritises productivity and performance, there’s an unspoken pressure to maintain a façade of constant stability. However, emotional resilience teaches us that it’s OK to experience rough patches. You no longer feel you are failing, as rough roads have a purpose; they help improve your driving skills and build resilience. The key is knowing how to regain control when challenges arise.
Being “OK” doesn’t mean being flawless or emotionally invincible – it means recognising what road you are on emotionally and having the tools and support to navigate your situation. By redefining “OK”, HR professionals can create a culture where employees feel safe to acknowledge their emotional state without fear of judgement, ultimately leading to a more authentic and resilient workforce.
One of the most potent lessons of emotional resilience is the recognition that it’s OK not to be OK every day. In many workplaces, there’s an unspoken expectation that employees should maintain constant positivity and composure. However, true resilience is not about suppressing difficult emotions but understanding that it’s normal to experience ups and downs and knowing how to manage those emotions effectively.
HR can play a pivotal role in shifting these expectations by fostering a culture where employees feel supported and not judged, even when they’re not at their best. Encouraging this mindset can significantly reduce burnout and improve overall wellbeing, as it allows employees the space to experience and manage their emotions healthily. When employees are given the flexibility to acknowledge their feelings without fear of judgement, they are more likely to seek help when needed, leading to a more balanced and sustainable work environment.
“R U OK? Day” is more than just a moment to check in on colleagues; it’s an opportunity to reflect on the importance of emotional resilience in the workplace. By adopting the language of smooth and rough roads, HR professionals can change how mental health is discussed, removing judgement and stigma surrounding challenging emotions. This will make it easier for employees to recognise and express their feelings and for managers to understand and support them.
Dr Jane Foster is a leading educator, researcher, presenter, and author.
