Assessment
Workplace Resiliency Assessment Inventory
With a multilevel approach, TLC-Virtual Resiliency measures Workplace Resilience through three factors. The assessment averages twenty minutes to complete, is administered online, and is anonymous.
Why Do We Assess?
According to a national survey, job stress is estimated to cost American companies more than $300 billion a year in health costs, absenteeism, and poor performance.
While well-intentioned wellness programmes could prove to be wasteful as they fail to assess what is needed to promote workplace resilience. Providing resiliency training to organisations without measuring their baseline resiliency and their work environment makes little sense.
High turnover rate, burnout, absenteeism, and poor performance are only symptoms of systemic issues that TLC-VR can assess and address for your organisation to get to the root of the problem. From there, TLC-VR can customise a workplace resilience programme that focuses on the needs within the organisation.
What Do We Assess?
The goal of the assessment is to create a customised, individualised resiliency plan for each organisation. Our cutting-edge Resiliency Assessment is designed to help companies test the waters of their workplace environment by implementing a holistic approach to measuring whether or not the workplace is resilient.
Individual Resiliency Scale
Occupational Mindset Hazards Scale
Workplace Wellness Scale
Our Three Factors
Each factor is assessed separately and distinctly to provide a complete picture of workplace resilience.
Individual Resiliency Scale
Our assessment measures an individual's ability and potential to bounce back from challenges, adapt to change, and maintain emotional well-being. Individual resilience is the ability to overcome challenges. We are innately resilient. As we progress through life we are faced with stressors that may threaten our ability to bounce back. Alternatively, each challenge has the potential for growth and hence bolster our resiliency. Research on Adverse Childhood Experiences (ACE) supports this — the greater the number of ACEs, the greater the risk for negative outcomes. However, research has shown that traumatic life experiences can make us more resilient, if approached therapeutically.
Occupational Mindset Hazards Scale
Our individual resilience is constantly being tested by the outside. The ability to overcome internal and external stressors is evident as we mature and seek an occupation. Every occupation comes with a unique set of occupational mindsets that need to be assessed and identified. For example, a correctional officer has to be hypervigilant and anticipate the worst. How can it be expected that the occupational mindsets learned on the job can be shut off once they come home? There is a reciprocal relationship between individual resiliency and the world in which the individual performs his occupation — for that reason, they must be assessed as separate and distinct.
Workplace Wellness Scale
In addition to occupational mindset hazards, where the occupation is performed can also affect workplace resilience. A resilient workplace promotes high quality performance and an employee thriving in terms of motivation to work and wellness. Psychological Safety — where the employee feels that he will not be punished or embarrassed for speaking up with ideas, questions, concerns, or mistakes — has demonstrated to improve team performance, reduce turnover and improve the overall health of the employee. Self-Determination Theory (SDT) proposes that individuals have innate psychological needs for autonomy, competence, and relatedness, and when these needs are satisfied, people are more likely to experience greater motivation, engagement, and overall well-being.
Ready to Assess Your Workplace?
Contact us to learn how the Workplace Resiliency Assessment Inventory can help your organisation.
Get in TouchThe Resilient Times Newsletter
Monthly tips and resources to improve your resiliency.