Is ‘resilience’ just letting bad workplaces off the hook?
“Resilience just lets the workplace off the hook.” – Anonymous
It’s a provocative statement, isn’t it? And one that’s getting increasing attention. Are we asking employees to become more ‘resilient’ when the real issue is bad leadership, unrealistic workloads, and toxic workplace cultures?
At Wild Monday, we work with organisations and individuals to build resilience, not as a way to excuse poor workplace practices, but as a means to help people navigate complex, high-pressure environments without burning out. We’ve supported NHS teams, firefighters, and corporate leaders, people working in high-stakes, high-stress environments, so we know first-hand how demanding modern workplaces can be. And we’ve also seen how damaging it is when resilience is used as a sticking plaster rather than tackling the root causes of stress.
Resilience: A Convenient Excuse or an Essential Skill?
Resilience is often framed as an individual trait, something employees need to develop to cope with the pressures of their job. And while resilience is valuable, it shouldn’t be an excuse for organisations to ignore systemic problems.
Gallup’s research shows that only 23% of employees worldwide feel engaged at work, which suggests that many workplaces are failing to provide the support employees need to thrive. Worse still, a 2023 Gallup survey found that 69% of employees with empathetic leaders reported higher well-being, compared to just 39% among those without. Clearly, leadership has a massive impact on workplace stress.
At Wild Monday, we believe in a balanced approach. Yes, we equip employees with tools to manage stress, set boundaries, and maintain well-being. But we also work with leaders to create healthier work environments, ensuring that resilience isn’t just another way to shift the burden onto individuals.
So, What’s the Solution?
Instead of telling employees to just ‘toughen up,’ organisations should focus on:
- Psychological safety – Creating an environment where people feel safe to raise concerns, admit mistakes, and ask for support.
- Clear communication and realistic expectations – Employees need clarity about their roles and manageable workloads.
- Work-life balance – Encouraging people to set boundaries, take breaks, and avoid burnout.
At Wild Monday, we help teams develop both personal and organisational resilience. We teach people to:
Stop rescuing their team and over-functioning
Set boundaries and say no without guilt
Recognise stress in themselves and others
Use simple, practical strategies to prevent burnout
We’ve worked with some of the most stressed teams in the NHS, helping them to regain control, reduce overwhelm, and create sustainable ways of working. The goal isn’t just survival—it’s about helping people thrive in their roles.
Time to Rethink Resilience?
So, what do you think? Is resilience just a way to let bad workplaces off the hook, or does it have a place in building better work cultures? I’d love to hear your thoughts. Let’s start the conversation.
If you’d like to know more about how Wild Monday can support your team, contact me or book a call.
