Building a resilient team: what Suffolk businesses can do right now
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If there’s one thing the past few years have taught us, it’s that a strong, adaptable workforce is absolutely vital. Whether it’s dealing with sudden market changes, economic uncertainty, or the growing need for flexible working, Suffolk businesses that focus on their people tend to come out stronger on the other side.
The good news? Building resilience doesn’t require a complete overhaul. Often, it’s about making smart, thoughtful decisions that put your team first — from better leadership and clearer communication to offering real flexibility and mental health support.
Why workforce resilience should be on every business’s radar
When your team is engaged, supported and motivated, your whole business performs better. It’s not just about keeping things ticking over — it’s about being ready to respond when challenges come your way.
A resilient workforce helps reduce staff turnover (which we all know is costly and disruptive), boosts productivity, and creates a positive work culture where people genuinely want to contribute. It also means you’re better prepared if something unexpected happens — like a sudden drop in sales, supply chain issues or a public health crisis.
We’ve seen this in action during the “Great Resignation” during the Covid pandemic. Businesses that had already invested in their people — offering flexibility, prioritising well-being, and encouraging professional development — fared much better than those with rigid workplace policies. They kept more of their team and stayed agile during uncertainty.
Retaining your team isn’t just a nice idea — it’s essential
Hiring new people takes time and money. But more importantly, when good employees leave, they take valuable knowledge and relationships with them. That’s why retention should always be part of your resilience plan.
So, how do you keep your people on board? It starts with competitive pay and benefits, of course — but that’s only one part of the picture. People want to feel like they’re growing in their role, being recognised for their efforts, and working in an environment that respects their time and well-being.
Investing in training, mentoring, and clear career progression can make a huge difference. So can simply saying “thank you” — whether that’s through bonuses, awards, or just acknowledging hard work in a team meeting.
Don’t forget the importance of work-life balance. Flexible hours, hybrid working, and wellness initiatives like walking groups or mental health days show your team you trust and value them as people, not just employees. And by building a culture where everyone feels included, heard and respected, you’ll hang on to the people who make your business what it is.
The leadership factor
It’s hard to build a resilient business without strong leadership. Whether you run a small team or manage a growing company, the way leaders behave during good times and tough times has a huge impact.
Good leadership isn’t just about making decisions — it’s about being open, listening, adapting when things change, and showing empathy. When leaders communicate clearly and consistently, teams feel more secure and engaged. When managers show that they care about their staff’s challenges — and not just the bottom line — employees respond with trust and loyalty.
Microsoft is a great example. Under CEO Satya Nadella, the company shifted away from a rigid, competitive culture and embraced collaboration and a growth mindset. It’s helped them become more innovative, resilient, and forward-thinking.
That kind of shift doesn’t require a big brand name — any Suffolk business can adopt a similar approach by encouraging transparency, rewarding curiosity, and supporting ongoing learning.
Flexibility is no longer a perk — it’s an expectation
Over the past few years, flexible working has gone from a nice-to-have to a dealbreaker. Employees now expect options, whether that’s working from home, choosing their own hours, or compressing their week into fewer days.
And here’s the thing: it’s not just good for staff. Businesses that offer flexible work options often see increased productivity, lower absenteeism, and improved employee satisfaction. It also opens the door to a more diverse talent pool, including parents, carers, and people with disabilities.
Airbnb embraced a remote-first approach and saw a boost in both employee morale and global recruitment. Of course, not every role or business can go fully remote — but even small gestures, like flexible start times or occasional work-from-home days, can make a big difference.
Don’t overlook mental health
Mental health matters more than ever — not just for personal well-being, but for business success. A stressed, burnt-out team won’t perform at its best, and ignoring mental health can lead to high turnover, poor morale, and long-term problems.
The best approach is to create a culture where people feel comfortable talking about how they’re doing. That might mean offering access to counselling or employee assistance programmes, running mental health workshops, or training managers to spot signs that someone might be struggling.
Unilever, for instance, has rolled out global mental health initiatives that include everything from wellness apps to manager training — and it’s paid off in happier, more engaged teams.
Even smaller Suffolk businesses can take meaningful steps here. Whether it’s signposting mental health resources or encouraging time off after busy periods, the message is clear: we value your well-being.
A simple plan to build workforce resilience
If you’re looking for a place to start, here’s a straightforward action plan:
• Begin with a staff survey. Ask your team how they’re feeling, what’s working, and where they’d like to see change. Use that feedback to shape your next steps.
• Look at your current employee retention efforts. Are people getting the support, development, and recognition they need?
• Support your managers with leadership training — even just a short course on communication or coaching can make a big difference.
• If you haven’t already, introduce flexible working policies where possible, and make sure your team has the tools and guidance to work remotely or flexibly.
• And finally, prioritise mental health by making it part of regular team conversations, and giving people access to support when they need it.
Final thoughts
At the end of the day, resilient businesses are built by resilient people. When you support your team, develop your leaders, and create a workplace that people genuinely want to be part of, everything else becomes that much easier.
In Suffolk, we’ve got no shortage of hardworking, ambitious businesses — and by putting people at the heart of what we do, we can build something even stronger, more adaptable, and ready for whatever comes next.