Resilience is no longer just about grit or recovering from setbacks. It’s about anticipating change, staying agile in uncertainty and continuously evolving.

People today expect more — learning, development and strong leadership — to help navigate the future of work.

Here are three powerful strategies to embed resilience into your workforce.

Build a Culture of Continuous Learning

The workplace is more volatile, uncertain, complex and ambiguous (VUCA) than ever. In this environment, adopting a growth mindset at scale isn’t just valuable — it’s essential.

Yet many employees still operate with a “know-it-all” mindset, resisting new information or perspectives. Contrast this with a “learn-it-all” mentality, a concept rooted in the pioneering work of psychologist Carol Dweck and championed by Microsoft CEO Satya Nadella. A learn-it-all workforce thrives in uncertainty — embracing curiosity, experimentation and adaptability.

Strategy: Make learning a daily habit

Shift learning from an event to an ongoing process, integrating microlearning, peer coaching and real-time feedback.

Equip leaders to facilitate career-development conversations that reinforce employees’ value and potential.

Encourage cross-functional projects, upskilling and mentorship to prepare employees for evolving roles.

Bottom line: Resilient teams don’t fear change, they see it as an opportunity to grow.

Prepare Your People for AI

AI is already transforming work, yet only about a third of knowledge workers use it at least occasionally. While AI can significantly boost efficiency and productivity, many employees are hesitant — unsure of its ethical implications and job impact.

Our research shows that AI users are more likely to recognize they need to develop skills like critical thinking, communication and creativity to succeed.

Strategy: Build AI confidence

First, it’s essential to lay the groundwork — defining your AI strategy, investing in the right technologies, ensuring ethical implementation and preparing your people so they understand how it fits into their roles.

Invest in AI literacy training and skills development to demystify the technology and encourage adoption.

With the necessary guardrails in place, empower teams to experiment with AI in workflows where it adds value — improving decision-making, efficiency and innovation.

Equip Managers to Lead Through Change

Managers are the No. 1 driver of employee engagement, yet only 27% of workers feel that their managers are equipped to lead effectively through change.

That’s a problem.

When managers have the right tools and skills, they don’t just manage — they motivate, guide and inspire teams to navigate uncertainty. Resilient organizations prioritize leadership development, ensuring that managers have the confidence and capability to lead through transformation.

Strategy: Strengthen manager readiness

Provide clear messaging, training and tools to help managers communicate change with transparency and empathy.

Create a “Manager Central” hub — a one-stop resource for guidance, best practices and real-time coaching.

Encourage managers to foster psychological safety, normalizing uncertainty and modeling a problem-solving mindset.

Bottom line: Resilient managers build resilient teams. Organizations that invest in equipping and empowering their managers will create a workforce that thrives, no matter what the future holds.