Is resilience still a dirty word at work?

Why is it that whenever we talk about resilience, some people roll their eyes? 

The word "resilience" used to mean strength, adaptability, and perseverance. But over time, it picked up some extra baggage. For many employees, it now feels like code for “suck it up” or “keep going, even when you’re running on empty.” 

It doesn’t have to be that way. Resilience still matters in business, but we need to change how we talk about it and how we build it. 

(We explore this in even more detail in our downloadable guide, "Is Employee Resilience Killing Your Business?", worth a read if this is hitting home.) 

Let’s dive in. 

The Reputation Problem 

Somewhere along the way, resilience got twisted. In a lot of workplaces, it became a mask for deeper issues like: 

• Burnout from unrealistic expectations 
• Poor leadership that didn’t listen to concerns 
• Toxic environments where admitting struggle was seen as weakness 

"Be resilient" turned into a buzzword which is said in meetings, posted on posters, thrown into training sessions but rarely backed up with real support. 

I’ve spoken to plenty of managers and clients who are now wary of even mentioning resilience. They worry it sounds tone-deaf or out of touch. And honestly? If resilience just means "cope with bad conditions," they’re right to be hesitant. 

Why It Still Matters (and Always Will) 

Here’s the thing: true resilience isn’t about putting up with poor treatment. It’s about bounce-back ability, adaptability, and emotional awareness. 

In small businesses especially, resilience is vital. Teams need to deal with unexpected challenges, adapt to changes in the market and stay steady when things get tough.  

Think about what’s happening right now, post-pandemic fatigue, resistance to change, and generally low morale across many industries. If anything, we need resilience more than ever. But we need the real kind, not the version that papers over problems. 

What Resilience Actually Looks Like 

Real resilience doesn’t look like people bottling up stress or forcing a smile. 
It looks like: 

• A manager giving the team space to reflect after a tough decision, not rushing straight into the next task 
• An employee asking for help when their workload is too much, instead of quietly drowning 
• A team working together through a period of change, supporting each other rather than spiraling into blame or panic 

In short, resilience shows up as problem-solving, self-awareness, the confidence to ask for support and staying steady under pressure without pretending everything’s fine when it isn’t.  

How to Build It Without Breaking People 

So, how do you build resilience in your team in a way that works? Here’s where it gets practical: 

• Set realistic expectations. Stretch is fine. Constant overload isn't. 
• Offer training and coaching. Support people to build skills, not just “cope.” (We’ve got resources in Dakota Blue Academy to help!) 
• Create psychological safety. Make it okay to say “I’m struggling” without fear of judgment. 
• Encourage reflection. After a challenge, talk about what went well, what was tough, and what can be learned, not just what’s next. 
• Respect time off. Proper breaks and holidays aren’t a luxury. They’re essential for recovery and growth. 

Rethinking Resilience 

Resilience isn’t about telling people to toughen up. It’s about equipping them to handle challenges, adapt, and recover, without burning out. 

If you’re wondering whether your team’s resilience is helping your business or quietly harming it, take a look at our free guide, Is Employee Resilience Killing Your Business? 

You'll find insights, warning signs, and tips to rethink how you build a genuinely healthy, resilient culture, without losing your people along the way. 

Ready to help your team thrive, not just survive? 

You'll find not just HR documents and templates, but also practical guides designed to help you manage and support your team. Join us today!