Workplace culture isn’t just about perks or policies—it’s what determines how teams handle change, pressure, and challenges. In this blog, Everbridge Chief People Officer Cara Antonacci explores how organizations can build resilience by fostering a strong, connected culture, especially in today’s global and digital-first work environment. She shares insights on leadership, communication, and creating a culture that supports people through uncertainty.
Culture holds everything together
Workplace culture is the glue that holds everything together. It shapes how teams work, how they handle pressure, and how they push through challenges. When culture is strong, businesses adapt better, recover faster, and stay focused even when things get tough.
Today’s workplaces are global and digital-first. Teams are spread across different countries and time zones. People work remotely, across cultures, and rely on technology to stay connected. This brings new opportunities but also new challenges. The way companies build resilience has to evolve.
Why culture matters for resilience
When a crisis hits, a resilient culture keeps things moving. It’s not just about having a crisis plan—it’s about how people react when the plan gets tested. If teams trust each other, communicate openly, and stay flexible, they get through tough moments together. If they don’t, things fall apart fast.
Culture is built every day in the way leaders act and the way teams work together. Everbridge talks a lot about our CLIP values: Customer First, Learning, Integrity, and People. Those values aren’t just slogans—they shape how teams tackle challenges. Putting customers first means teams pull together when there’s pressure. Learning means adapting when things go wrong. Integrity keeps teams honest when the easy way out looks tempting. And valuing people means leaders listen when teams need support.
Building resilience in a global, digital workplace
Remote work, global teams, constant change—these are the realities now. Building a culture of resilience starts with accepting that work doesn’t look like it used to. Leaders need to be intentional about keeping people connected. That means regular check-ins, clear communication, and making sure everyone feels part of the same mission, whether they’re in the office or halfway across the world.
Technology helps, but culture makes it work. Teams need to know they can rely on each other, even if they’ve never met in person. Leaders should encourage open dialogue across regions and time zones. When teams feel included and trusted, they perform better and recover faster when things get tough.
Supporting people through change
Change is hard. Markets shift, companies reorganize, teams grow or shrink. That’s when culture is tested. The best leaders face change head-on. They explain why it’s happening, what it means, and what the plan is. Direct and regular communication builds trust. People don’t need sugarcoating—they need honesty and a path forward.
Resilience also means supporting people when the pressure is high. That might mean more flexible work options during tough times or simply checking in and asking, “How are you doing?” Small actions show people they’re valued. When employees feel supported, they’re more likely to push through challenges and stay engaged.
Culture is a long game
Building a resilient culture doesn’t happen overnight. It’s about showing up every day, being consistent, and leading by example. When teams see that leadership lives the values—Customer First, Learning, Integrity, People—they follow. Over time, that culture becomes the company’s strongest safety net during uncertainty.
Summary
Resilient workplaces don’t just survive tough times—they come out stronger. It starts with culture.