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The Benefits and Trends Survey 2018 from AON showed a sharp increase in the number of employers reporting employee stress and mental health-related illnesses – from 55 per cent in 2017 to 68 per cent in 2018. With mental health problems in the UK workforce costing employers almost £35bn past year, it is vital that HR and employers take steps to build an emotionally resilient workforce boosting overall mental well-being. Resilience has been a buzzword in the workplace for some time, but what does it actually mean, and how can it help businesses and HR professionals to boost employee productivity and happiness? Resilience has been defined as “the personal process of actively and creatively developing survival capacities, learning to repair from harm and being strengthened by facing the adversities of life”. The term “bouncing back” is used to describe resilience, but it belies the struggles that an individual has to make to emerge stronger from a stressful situation and the growth that is part of resilience. We need to remember that resilience is not just about personal strength, it is also about having the ability to adapt. A great way to visualise resilience is to think about the difference between an oak and a palm tree. They are both strong and deeply rooted; however, an oak tree is inflexible, while a palm tree is flexible, adapting to its circumstances meaning that it is more likely to survive in adverse conditions in its environment. While becoming more resilient is a personal journey and the individual is responsible for focusing on their thoughts and feelings and examining their actions and responses during stressful periods, employers and HR professionals can also support the individual at an organisational level to help them become happier and perform better. To be able to support employees, HR and employers first need to understand the different factors that can cause worry and stress among staff. These factors can include both personal and organisational issues. For example, an employee going through a tough time at home is less likely to be focussed on the task at hand at work. At the same time, organisational change can also cause employees stress if it impacts on their role or threatens their job security. HR professionals need to implement processes as part of the HR strategy which improves employees’ skills and behaviours which relate to mindset, workplace environment, group dynamics and creativity. This involves managing the transition from struggle to release, thus allowing individuals to perform at their best and support their recovery following any adverse conditions. This will lead to benefits including fewer absences from work, increased motivation, greater ability to tolerate pressure, more confidence, less use of unhelpful coping habits and increased engagement to name just a few.