Workplace challenges are evolving faster than ever, making resilience, adaptability, and engagement essential for long-term success. But how well does your organisation support these critical traits?
Jen Southern, Head of People Science at Hive HR, explores how Psychological Capital (PsyCap)—Hope, Self-Efficacy, Resilience, and Optimism—can help teams not only navigate disruption but thrive in it.
With institutional trust declining, skill shortages looming, and employee engagement hitting a record low (Gallup, 2024), businesses must rethink how they empower their people. Using insights from Hive’s question bank, we’ll break down how organisations can create cultures that creates psychological resilience and unlocks workplace HEROES.
Unlocking workplace HEROES
“Ever wondered how you can measure the level of workplace Hero(es) in your organisation? With the Hive question bank, you can do just that.
Psychological Capital* is just one of the Psychological models and theories the Hive question bank draws inspiration from, designed by our People Science team.
We recognise that often, not one single model or theory alone is robust enough to measure the complex and evolving nature of employee experience and engagement, but combined they provide us with real insight grounded in peer reviewed research, theories and models.
The Psychological Capital* or HERO for short is a framework used to understand the level of Psychological Capital you have in the workplace. This is particularly important when navigating challenges and change.”
*(Luthans et al., 2007)
Navigating 2025 challenges
“In 2025 we are facing a decline in institutional trust, an impending skills shortage and according to Gallup research 2024, we’ve reached a new low point of employee engagement! With advances in technology and AI happening at a rapid pace, many Chief Execs and C-Suites are keen to take advantage of what this can bring. But to truly do this, employee engagement, commitment and alignment will be key to making these changes happen with minimum disruption.
Rather than asking employees to self-assess their own psychological traits, we focus on whether they believe their workplace fosters an environment that supports these traits. This approach ensures more accurate and actionable insights, as self-assessment surveys can be influenced by personal bias. Employees may overestimate or underestimate their abilities, but they can more reliably assess whether their workplace encourages these behaviours.
Psychological Capital (PsyCap) theory—comprising Hope, Self-Efficacy, Resilience, and Optimism (HERO)—is a widely recognised framework that can help navigate change and disruption in the workplace. By fostering these positive psychological states, employees are better equipped to adapt, persist, and thrive in uncertain or challenging environments. Using your employee survey questions (and incorporating these questions or using them standalone), here’s how each PsyCap component supports change management and resilience in the workplace.
The questions below are designed to measure the extent to which employees believe the workplace culture allows these traits (Hope, Self-Efficacy, Resilience, and Optimism) to thrive. By framing questions this way, we reduce self-serving bias (i.e., people rating themselves more favourably than reality or less than due to imposter syndrome) and instead focus on workplace factors that organisations can directly influence.”
Practical questions to measure hope, self-efficacy, resilience, and optimism in your workforce
Jen recommends using these tailored questions to gain deeper insights into how your employees perceive their psychological capital and to better understand how they are navigating workplace challenges and changes.
Hope
Why it matters:
Hope isn’t just wishful thinking; it’s a cognitive process that involves goal-setting, pathway thinking, and agency, the belief that one can find ways forward and take action. During workplace disruptions (e.g., restructuring, market shifts, tech changes), employees with high hope are more likely to:
✅ Seek alternative solutions rather than feeling stuck.
✅ Stay committed to long-term career growth, even in uncertain times.
✅ Proactively problem-solve rather than becoming disengaged.
Self-efficacy:
Why it matters:
Self-efficacy reflects an individual’s belief in their own competence, especially when navigating change. Employees with high self-efficacy:
✅ Are more willing to take on new responsibilities and stretch assignments.
✅ Approach changes (e.g., new systems, shifting roles) with a “can-do” mindset rather than resistance.
✅ Are less likely to experience imposter syndrome when faced with unfamiliar challenges.
Resilience:
Why it matters:
Workplace disruptions often bring stress, failures, and setbacks—but resilient employees can recover quickly and use adversity as a learning opportunity. High resilience leads to:
✅ Reduced burnout and emotional exhaustion during periods of instability.
✅ A growth mindset that turns setbacks into opportunities for improvement.
✅ Stronger mental agility to manage stress and uncertainty effectively.
Optimism:
Why it matters:
Optimism helps employees interpret challenges as temporary and surmountable rather than permanent failures. In times of uncertainty, optimism:
✅ Increases motivation and persistence in the face of obstacles.
✅ Encourages a proactive rather than defensive response to change.
✅ Fosters a culture of innovation, where employees are willing to experiment without fear of failure.
PsyCap as a change-readiness model
“By strengthening these four elements, organisations can build a workforce that thrives under change rather than resists it. Leaders can use PsyCap to:
✅ Identify employees who may need additional support or coaching during transitions.
✅ Develop targeted training and development programs to enhance resilience, adaptability, and self-efficacy.
✅ Foster a culture of optimism that encourages constructive responses to workplace disruption.
In essence, developing PsyCap can help employees not only navigate change but also contribute to driving it.”
5 ways to lift HERO traits at work
“When Hope, Efficacy, Resilience or Optimism feel low, here are a few ways to gently build them back up – in a way that feels natural, human and meaningful.”
1. Celebrate wins (big and small)
Recognition has a ripple effect. It boosts confidence, lifts morale, and reminds people that their efforts matter, especially when times are tough.
Make space for regular appreciation using tools like Hive Fives. Whether it’s a shout-out for teamwork, problem-solving or just being kind on a difficult day, peer recognition helps people feel valued, capable, and connected.
2. Keep goals clear and progress visible
It’s easier to stay motivated when people know where they’re heading, and feel like they’re getting there.
Support individuals and teams to set clear, achievable goals they can genuinely get behind. Celebrate progress regularly, not just the finish line. A bit of clarity and encouragement can go a long way in building hope and a sense of direction.
3. Help managers to coach with care
Managers don’t need to have all the answers, but they do set the tone for support, growth and trust.
Equip your managers with the tools and confidence to have meaningful 1:1s, listen well, and ask thoughtful questions. When managers coach (not just direct), they help people build self-belief, bounce back after setbacks, and feel more in control of their own development.
4. Listen often and close the feedback loop
When people feel heard and understood, it lifts optimism and makes space for positive change.
Use regular pulses to ask the right questions, especially around how supported, capable and hopeful people are feeling. But don’t stop there. Let people know what you’ve heard and what you’re doing about it. Transparency and follow-through build trust.
5. Normalise rest, flexibility and ebing human
Resilience doesn’t mean pushing through. It means knowing you can take a breath when you need to.
Encourage breaks, flexibility, and real talk about workloads. Check in on wellbeing in 1:1s, and lead by example. Show it’s OK to prioritise rest and recovery. When people feel psychologically safe, they’re more likely to stay engaged, optimistic, and supportive of each other.
“Keep it simple, keep it human. These small steps help create a culture where HERO traits can naturally take root, not through pressure, but through support, clarity, and human connection.
Already using Hive? Start with a few thoughtful Hive Fives, a purposeful pulse, or a conversation that makes someone feel seen. That’s where culture lives.”
As businesses navigate an era of rapid change, building a resilient, engaged workforce isn’t just a nice-to-have—it’s a necessity. Psychological Capital (PsyCap) offers a powerful framework for organisations looking to foster a culture where employees can thrive, adapt, and drive meaningful change.
By shifting the focus from individual traits to the workplace environment, companies can create spaces that encourage hope, confidence, resilience, and optimism. The result? A more agile, motivated, and high-performing workforce, ready to tackle whatever comes next.
Now’s the time to ask: Is your organisation truly setting employees up to be workplace HEROES?
