A decade ago, author Nassim Nicholas Taheb wrote the book ‘Antifragile’, delving into things that gained from disorder. It was the first time the term was coined and used in this conetxt. The book spoke about the benefits of learning to thrive in an uncertain world, with the message that only the anti-fragile can eventually make it! This applies to both workplaces and their employees. ‘Just as human bones get stronger when subjected to stress and tension, and rumours or riots intensify when someone tries to repress them, many things in life benefit from stress, disorder, volatility, and turmoil. What Taleb has identified and calls antifragile is that category of things that not only gain from chaos but need it in order to survive and flourish.’
What is fragility? Let us first understand the term. A fragile object is easily broken or damaged by external stressors like pressure or shocks. One may not really see the link between fragility and workplaces, but it’s a well-established fact that some organisations are less robust than others. ‘Workplaces may seem resilient, but it is quite possible that they eventually crumble under the stress of volatility and change. We are in a world where Black Swan innovations thrive and disruption has become the norm. Start-ups are usually anti-fragile and robust, going one step beyond the resilient. There is a difference between being resilient and being anti-fragile,’ says Human Resources Manager D Uttara Reddy. ‘A resilient workplace or worker is able to withstand any change and adversities that may come their way, staying the same. They get knocked down but are able to stand up and start again. In contrast, an anti-fragile worker or workplace is able to thrive on the unexpected, making the most of unforeseen opportunities and turning them around to ensure they gain. They don’t get knocked down - instead, they go with the flow and grow stronger while facing challenges and change.’

A 2024 Work Innovator survey was conducted by Upwork among 1,500 global business leaders. The research revealed that ‘27 per cent of organisations are strategically combining distributed work, flexible talent strategies, and advanced technology into a unified operating model that sets them apart in an ever-evolving market. Work Innovators understand that simply adopting more technologies or flexible work options won't guarantee success. Instead, they prioritise seamless integration and address critical cultural and workforce barriers. They focus on equipping their teams with the autonomy, support, and tools needed to innovate and creatively solve problems.’
The transformation for most companies has to be internal, to survive the onslaught of change. Not all barriers are the same or equal; in fact it is the randomness of external stressors that makes it crucial for these companies and their workers to create a robust coping mechanism. Uttara offers a few pointers on how to create an anti-fragile workplace:
1. Encourage constant learning, and keeping abreast of the latest trends in the industry. This is the only way to ensure constant growth and development. Otherwise, you will become redundant. Ask questions, experiment, and learn from your mistakes – and yes, it’s alright to make a few. Take short-term courses to upskill based on industry trends in your field of work. Organisations should step in and offer training and workshops for employees to develop new skill sets and be up to date with cutting-edge innovation. This will help them stay relevant.
2. Learn to adapt to change. Things may not always work out the way you’d like them to but don’t be set in your processes or KRAs. Instead, look at what your customer wants from your product or service, and the circumstances under which you have to deliver it, and accordingly shift your mindset and approach. Always keep backup or contingency plans and processes in place.
3. Multi-skilling is as important as upskilling, for both employees and organisations. With multi-skilled workers, organisations no longer have their eggs in one basket. When someone is unavailable or quits, work goes on until you can rehire. For employees, it offers opportunities to prove themselves in various areas of work if there is an opening to do so.
4. Focus on DEI hiring. When you encourage diversity, equity and inclusion, you’re able to gain different perspectives and experiences in the workplace, which will foster creativity and better decision-making. It is also a way to retain good workers and show that you’re invested in their growth and well-being. Conduct workshops for employees to deal with stress, if they’re unable to cope with uncertainty in the workplace. If they know for sure that organisations have their back, employees are more likely to be relaxed and focus on finding solutions.
5. Be open to feedback from your team, and from your customers. Don’t look at feedback as criticism. Instead, look at it as an opportunity for making a much-needed shift and growing, if required.