Proven Ways to Build Resilient Startup Teams That Thrive Through Constant Change

Did you know that today’s leaders are no longer afraid of change or challenges? Yes, they prepare their companies to stay competitive while ensuring their team can respond effectively. They do this by continuously adjusting plans, strategies and products and services whenever needed to make the company successful. 

This alone won’t ensure business success, and leaders also need something equally important. That’s a strong, resilient team that can achieve shared goals, stay flexible when problems arise, and keep moving even in difficult situations. 

According to a study by the American Psychological Association, “individuals with strong resilience report a 62% higher ability to manage stress effectively.” (source)

How can leaders build resilience in a team? ​In this blog, you will learn the 6 best strategies that leaders use to build resilient teams that grow through constant change.

How Do Organisations Build Real Resilience?

Organisational resilience takes time to develop and can’t be achieved in a day or a week. Teams can prepare for the unexpected challenges, and so much of their growth usually happens during unexpected situations.

Resilient startup teams are made up of individuals who can do the following:

1. Always stay alert to the changes happening around them and in the market.
2. Able to manage constant changes and challenges in a productive way.
3. Learn from experiences to improve performance also helps the team move forward successfully.

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6 Best Ways for Leaders to Build Resilient Teams

1. Communicate the Need for Change

Why does the team hesitate to adapt to the change? It’s mainly due to poor communication. Yes, employees will accept change only when they understand the following:​

1. Why are the changes happening?
2. What changes will take place?
3. How will the changes impact them?

What Leaders need to do to Keep Start-Up Teams Resilient:

1. Communicate properly with the team to share both challenges and opportunities.
2. Give them regular updates via emails, meetings, or other channels.
3. Encourage employees to share their concerns and suggestions.

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2. Include Employees in Decision-Making

Employees will accept change when they are involved in the decision-making processes. Yes, they become more resilient when:​

1. They are encouraged to share their ideas or feedback on changes through discussions or meetings, or surveys.
2. Small groups or teams are formed for employees to work together on solutions.
3. Pilot programmes are run to test ideas before complete implementation.

Involving employees helps teams come up with better, more practical solutions and also gives employees a sense of ownership. Leaders can also share regular updates and explain how feedback was used or why some suggestions could not be adopted.

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3. Provide Support & Training

It might be impossible for all the team members to adapt to change easily. Leaders can help them manage the transition more smoothly by offering both personal and professional support. What leaders have to do:

1. Provide team training and development opportunities for employees to learn new skills.
2. Offer coaching or mentoring to properly guide them.
3. Offer temporary positions so as not to make employees feel stuck.
4. Provide support systems for those who need extra help.
5. Regularly monitor them to address concerns and provide feedback.
6. Recognising and appreciating to boost their morale

4. Align Incentives & Accountability

Changes will last only when they are linked based on the team’s goals and performance. Leaders can make the changes succeed by:

1. Linking achievements based on performance reviews or incentives. As a result, employees can understand how their work contributed to the overall team’s success.
2. Setting SMART goals
3. Tracking progress and showing them to understand whether they are improving or not.
4. Accept and appreciate team members who adapted to change easily through rewards or public recognition.
5. Correcting team members who don’t follow new rules by giving guidance and coaching first before taking strict actions.

5. Promote Diversity & Inclusion

Did you know that diverse teams bring new ideas and different ways of thinking? This is one of the best ways to help start-ups innovate and resolve issues more practically.​

How can leaders build diversity?

1. By hiring candidates from different backgrounds, cultures, and experiences.
2. By building an inclusive hiring process using different interview panels and job descriptions to reach a wide range of candidates.

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6. Lead by Example

Leaders have to show the change through their own actions. Yes, the team watches them closely to see whether the new working ways are really supported by the leadership or not. Leaders can set the standard for the team in the following ways:​

1. Leaders’ actions, communication, and decisions need to align with the new company values.
2. They have to keep upgrading their skills to support the change efficiently.

Conclusion

Leaders have to support the change and also show it through their actions for best results. They have to be role models for the employees to feel that change is mandatory for the smooth running of the company.​

Read the blog and understand the strategies explained for improving and growing the team efficiently.

Leaders, do follow these strategies when introducing a new system in a startup. The team will surely adapt to it confidently and use it well to keep the business moving forward.