Learn how workplace resilience helps managers and employees navigate hiring freezes while protecting mental health. Discover 12 actionable strategies backed by 2025 research.

The reality of 2025's job market hits differently depending on where you sit. If you're a manager, you're being asked to do more with less as major employers across industries slow hiring through the end of the year (Yahoo Finance). If you're an employee or job seeker, you're watching entry-level opportunities shrink as over 31% of companies pause recruitment for these roles Inc.

But here's what the hiring freeze headlines miss: three in four American workers are experiencing heightened stress and low mood, with 75% saying they want more mental health support at work (Business Wire). The people still working are overwhelmed. The people searching for work are anxious. And the gap between organizational needs and individual wellbeing is widening.

The bridge across that gap? Resilience.

Not the "tough it out" kind. The strategic, measurable kind that transforms how organizations and individuals navigate uncertainty. This comprehensive guide explores why resilience matters more than ever during hiring freezes—and gives you 12 actionable strategies to build it, whether you're leading a team or managing your own career.

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Let's start with the facts.

Amazon announced plans to cut approximately 14,000 managerial positions by early 2026, part of a broader trend where companies are betting they can grow revenue while keeping headcount flat (NPR). One in five U.S. employers surveyed plan to slow hiring in the second half of 2025—nearly double the rate from the previous year (Yahoo Finance).

The math is simple but the impact is complex:

For Companies:

• JPMorgan Chase's CFO recently told investors the bank had a "very strong bias" against hiring more people for any given need (NPR)
• Walmart wants to keep its headcount roughly flat over the next three years, even as sales grow (Yahoo Finance) 
• It now takes the average worker 24 weeks to find a job after losing one, nearly a month longer than a year ago (Yahoo Finance)

For Individuals:

• 45% of HR professionals plan to hire just 1-10 employees in Q1 2025, while 10% don't plan to hire at all—up from 6% in 2024 (HR Brew)
• Entry-level positions face the hardest hits, with many companies automating these roles with AI (Inc)

The hiring freeze isn't a pause button. It's a pressure cooker.

While spreadsheets show cost savings, they don't capture human cost.

Financial stress has more than doubled as a top mental health concern among employees this year, jumping from 18% to 39% (Lyra Health). When you combine frozen headcount with increased workload and economic uncertainty, the results are predictable—and troubling.

Just two months into 2025, nearly half of employees say life was easier during the COVID-19 pandemic, and 81% believe employees need more mental health benefits (Business Wire).

According to Gallup research, only 32% of employees feel engaged, and 17% are actively disengaged in their work (Spring Health). During hiring freezes, several factors compound this disengagement:

1. Workload Redistribution Without Resources: When companies freeze hiring, existing employees often absorb additional responsibilities without additional support (Omni HR)
2. Job Insecurity Anxiety: Even when companies communicate "no layoffs," 63% of employees report their work significantly contributes to their stress levels (Benefitspro)
3. Lack of Growth Opportunities: Hiring freezes can signal to employees that advancement opportunities are limited, reducing motivation (Spring Health)
4. Stigma Around Struggling: While 77% of workers feel comfortable if a coworker talks to them about mental health, only 60% feel they can share about their own mental health at work (NAMI)

The traditional approach—"do more with less"—isn't working. We need a different strategy.

According to the American Psychological Association, resilience is "the process and outcomes of successfully adapting to difficult or challenging life experiences, especially through mental, emotional, and behavioural flexibility and adjustment to external and internal demands" (Karenferris).

Let's break that down into what it actually means at work.

• Pretending everything is fine
• Working yourself into burnout
• Never asking for help
• Individual toughness without organizational support

• The ability to adapt to change, manage stress, and stay grounded during challenges with the right support
• Built through strong support systems, a culture that values effort as much as outcomes, and frequent recognition
• A skill that can be developed through training, practice, and organizational investment

Resilience is associated with greater job satisfaction, work happiness, organizational commitment and employee engagement. More specifically:

• Organizations offering comprehensive mental health programs are 13% more likely to report higher employee productivity and 17% more likely to see increased engagement (Benefitspro)
• Employees with high resilience levels demonstrate measurably better performance and lower turnover (PeopleHum)
• Companies that prioritize culture and wellbeing see higher engagement even during hiring freezes (Spring Health)

Bottom line: Resilience isn't about surviving the hiring freeze. It's about positioning your team—or yourself—to thrive when opportunities return.

If you're a manager navigating a hiring freeze, your role has never been more critical. Managers play a key role in helping workers feel less stressed, with 85% of HR leaders saying managers are an integral part of their workforce mental health strategy (Lyra Health).

Here are six evidence-based strategies to build team resilience during uncertain times.

Open communication must constantly happen between coworkers, managers, and leadership to avoid uncertainty and ambiguity (Spring Health).

Action Steps:

• Explain the decision-making process behind the hiring freeze
• Share realistic timelines (e.g., "when we hit these benchmarks, we'll reassess")
• Provide regular status updates—weekly during the first month, then biweekly
• Be honest about what you don't know

Why It Works: When employees don't get regular updates, it can feel like the freeze will never end, and rumors could start to circulate about layoffs (Spring Health).

Example Script: "I want to give you an update on our hiring situation. We're pausing new hires for Q4 to reallocate budget toward our AI integration project. This doesn't affect current positions. I'll update you every other week, and my door is open if you have concerns."

Audit workloads, team structures, and expectations to catch unrealistic demands early (Lyra Health).

Action Steps:

1. Conduct a workload audit: List every project and task currently assigned
2. Apply the 70% rule: Assume your team can handle 70% of what they did with full staffing
3. Eliminate, automate, or postpone: Use this framework:
   • Eliminate: What delivers minimal value?
   • Automate: What can technology handle?
   • Postpone: What can wait 90 days?

1. Redistribute strategically: Match tasks to strengths, not just availability

Why It Works: Prolonged hiring freezes can negatively impact overall performance and profitability when workloads aren't properly managed (Omni HR).

Real Example: A marketing team of 8 dropped to 6 during a hiring freeze. Instead of distributing the extra work evenly, the manager:

• Eliminated low-ROI social platforms (saving 10 hours/week)
• Automated email scheduling (saving 5 hours/week)
• Postponed a rebrand project (freeing up 15 hours/week)
• Result: Team handled priorities without burning out

Allow time for deep work, protected from interruptions like Slack and email messages, and last-minute meeting invites (Spring Health).

Action Steps:

• Institute "No Meeting Wednesdays" or "Focus Fridays"
• Set team norms: No Slack/email responses expected after 6 PM or on weekends
• Block 2-hour focus time on calendars (make it recurring and non-negotiable)
• Lead by example—protect your own deep work time

Why It Works: This allows employees the ability to focus on projects and be more productive, giving them a sense of purpose and engagement (Spring Health).

Stay interviews involve speaking with current employees to understand why they choose to remain with the company and are more proactive than exit interviews (Omni HR).

Questions to Ask in Stay Interviews:

1. What makes you excited to come to work?
2. What would make you consider leaving?
3. What additional support would help you during this hiring freeze?
4. What skills do you want to develop in the next six months?
5. How can I better support your workload and wellbeing?

Action Steps:

• Schedule 30-minute one-on-ones with each team member quarterly
• Listen more than you talk (80/20 rule)
• Take notes and follow through on commitments
• Share themes (anonymously) with leadership

Why It Works: By prioritizing employee well-being and maintaining open communication during a freeze, organizations and individuals can emerge stronger (Nurturebox).

Organizations that invest in development programs focused on adaptability, problem-solving, and emotional intelligence give employees tools to stay steady when things shift (Achievers).

Action Steps:

• Allocate 2-4 hours per person per month for professional development
• Create cross-training opportunities within the team
• Offer stipends for online courses ($100-500/person)
• Host internal "lunch and learn" sessions where team members teach each other
• Encourage conference attendance (virtual options are cost-effective)

Why It Works: AWI data shows 82% of employees who are recognized at least monthly say they feel supported in achieving their development goals Achievers. If you want to talk about real solutions for your team, I’d love to have a conversation. I have a few programs that I’ve developed that help develop employees. 

Budget-Friendly Options:

• LinkedIn Learning (team licenses available)
• Coursera for Business
• Internal mentorship programs (free)
• Job shadowing in other departments (free)

A manager who embodies good self-care practices demonstrates the ethos of an organization better than any memo or initiative around mental health (Roffeypark).

Action Steps:

• Take your PTO: Don't let vacation days expire
• Set work hours boundaries: Stop responding to emails after 7 PM
• Share your self-care practices: "I'm blocking Friday afternoons for a walk—it helps me recharge"
• Acknowledge your own stress: "This week has been tough. I'm prioritizing rest this weekend"

Why It Works: When organizations reward recovery rather than constant availability, teams become more resilient (Lyra Health).

What NOT to Do:

• ❌ Sending emails at midnight (even if scheduled)
• ❌ Bragging about working through illness
• ❌ Skipping meals or breaks
• ❌ Making exhaustion a badge of honor

Whether you're employed at a company with a hiring freeze or searching for work in a frozen market, resilience is your competitive advantage.

By taking a positive stance at work, employees are more able to adapt to adversity and hold on to a sense of control over their work environment (Positive Psychology).

Mental Shifts to Practice:

Instead of thinking...

Try thinking...

"There are no jobs"

"Fewer jobs means I need a sharper strategy"

"I'm stuck here"

"I'm building valuable skills during this time"

"This is unfair"

"This is challenging, and I can handle it"

Action Steps:

• Journal for 5 minutes daily: "What did I learn today?" and "What's in my control?"
• Replace "I have to" with "I choose to" when talking about work
• Identify one thing weekly that you improved despite the circumstances

Why It Works: Resilience can be enhanced through developing effective strategies that reduce vulnerability to stress (Positive Psychology).

Companies must invest in upskilling and reskilling employees, and as new skills become necessary, fostering a culture of continuous learning helps employees adapt to new challenges (Deel).

Action Steps for Employed Workers:

• Identify the top 3 skills your industry will need in 2026
• Dedicate 30 minutes daily to skill-building (before work, lunch break, or evening)
• Apply new skills immediately in your current role
• Document your learning in a portfolio or case study format

Action Steps for Job Seekers:

• Research 10 job postings in your target role
• Identify the most requested skills you're missing
• Choose 1-2 to develop over the next 90 days
• Create projects that demonstrate these skills (GitHub repos, blog posts, portfolio pieces)

Free/Low-Cost Resources:

• Google Career Certificates (Project management, data analytics, UX design)
• HubSpot Academy (Marketing, sales, customer service)
• freeCodeCamp (Coding and programming)
• Coursera (Financial aid available for most courses)

Resilient employees build strong connections and relationships with others (Positive Psychology).

The Difference:

• Traditional networking: Transactional, focused on "what can you do for me?"
• Resilience networking: Reciprocal, focused on mutual support and growth

Action Steps:

1. Identify your core 5: List 5 people who energize, support, and challenge you
2. Schedule monthly check-ins: 30-minute coffee chats (virtual or in-person)
3. Offer value first: Share articles, make introductions, celebrate their wins
4. Be vulnerable: Share your challenges, not just successes
5. Join a structured group: Professional associations, mastermind groups, online communities

Conversation Starters for Resilience Networking:

• "What's the hardest part of your role right now?"
• "How are you taking care of yourself these days?"
• "What's one thing I could help you with this month?"

Controlling overwhelm and burnout is vital when building resilience. Take regular breaks in your workday Indeed. 

The Science: Your brain can only maintain focus for 90-120 minutes before needing recovery. Taking regular breaks from work to 'detach' is associated with building personal resilience (Positive Psychology).

Action Steps:

• Every 90 minutes: Take a 10-minute break (walk, stretch, close your eyes)
• Lunchtime: Eat away from your desk without screens
• Between meetings: 5-minute buffer (breathe, stand, hydrate)
• End of day: 15-minute transition ritual (walk, journal, change clothes)

Micro-Recovery Ideas:

• 4-7-8 breathing (4 seconds in, 7 seconds hold, 8 seconds out)
• Desk yoga or stretches
• Listen to one song with your eyes closed
• Call a friend for a quick chat
• Step outside for fresh air

Resilience can mean solving problems, facing challenges, and recovering from mistakes (Indeed).

What Is a Resilience Resume? A running list of challenges you've overcome, problems you've solved, and skills you've developed during difficult times.

Action Steps:

Weekly documentation: Every Friday, write down:

• One challenge you faced this week
• How you handled it
• What you learned
• The outcome

Create categories:

• Problems solved
• Skills developed
• Projects completed under pressure
• Times you helped others
• Feedback received

Use it strategically:

• Interview preparation (STAR method examples ready)
• Performance reviews (concrete evidence of value)
• Confidence boosters on tough days
• Career development planning

Template:

Challenge: Tight deadline on presentation with missing data

My Response: Reached out to 3 colleagues, found an alternative data source, and worked late one night

Skills Used: Problem-solving, collaboration, resourcefulness

Outcome: Presentation delivered on time, received positive feedback from leadership

Set short-term goals and focus on smaller, achievable tasks to help you feel a sense of progress.

The Controllables Framework: During hiring freezes, many factors are outside your control. Focus energy on what you CAN control.

You CANNOT Control:

• When companies will resume hiring
• How many applicants apply for jobs
• Whether you get an interview
• Leadership decisions at your company
• Economic conditions

You CAN Control:

• Quality of your applications
• Number of connections you make weekly
• Skills you develop
• How you respond to rejection
• Your daily routine and self-care

Action Steps:

Set weekly "controllables" goals:

• Apply to 5 well-researched positions
• Have 3 networking conversations
• Learn one new skill module
• Practice interview responses twice

Track inputs, not outcomes:

• Measure applications sent, not interviews received
• Count learning hours, not job offers
• Track connections made, not immediate opportunities

Celebrate progress:

• Weekly wins review (even small ones)
• Share progress with accountability partner
• Reward yourself for consistent effort

The success of hiring freeze strategies can be measured through the ability to maintain operational efficiency, employee engagement and morale, and readiness to resume hiring when the freeze is lifted (The Polyglot Group).

Track these metrics monthly:

Employee Engagement Scores

• Pulse surveys (2-3 questions)
• Stay interview insights
• Participation in voluntary activities

Productivity Metrics

• Project completion rates
• Quality of work (defect rates, revisions needed)
• Time to completion vs. historical average

Wellbeing Indicators

• Sick day usage
• PTO utilization
• After-hours work patterns (email timestamps)
• EAP usage rates

Retention Signals

• Voluntary turnover rate
• Internal mobility applications
• Stay interview themes

Team Collaboration

• Cross-team project participation
• Internal knowledge-sharing (lunch and learns, mentorship)

Ask yourself monthly:

Energy & Wellbeing:

• Am I sleeping 7+ hours most nights?
• Do I have energy for activities outside work?
• Am I eating regular, nourishing meals?

Emotional Health:

• Can I manage stress most days without it overwhelming me?
• Do I feel hopeful about the future?
• Am I maintaining relationships that matter?

Professional Growth:

• Am I learning new skills?
• Am I making progress toward my goals (even small progress)?
• Do I feel capable and competent?

Support System:

• Do I have people I can talk to honestly?
• Am I asking for help when I need it?
• Am I both giving and receiving support?

If you answer "no" to more than 3: It's time to implement more resilience strategies or seek professional support.

Let's talk numbers, because resilience isn't just "nice to have"—it's financially strategic.

Mental health issues cost the global economy around $1 trillion every year (Spill), and that's before factoring in:

• Replacing an employee can cost, conservatively, from one-half to two times the employee's annual salary (Meditopia)
• Employees take around 18 days off per year to deal with stress, depression, or anxiety (Spill)
• In the UK, mental health-related absences cost the economy approximately £21.6 billion annually (Meditopia)

Organizations offering comprehensive mental health programs are 13% more likely to report higher employee productivity, 17% more likely to see increased engagement, and 10% more likely to achieve ROI compared to those without such benefits Benefitspro.

Additional benefits include:

For Organizations:

• Lower turnover during and after the freeze
• Maintained productivity with reduced headcount
• Faster recovery when hiring resumes
• Stronger employer brand

For Individuals:

• Greater job satisfaction, work happiness, and organizational commitment
• Improved self-esteem, sense of control, and sense of purpose
• Career advancement opportunities when the market opens
• Transferable skills for any future challenge

Resilience isn't built overnight, but you can start today.

This Week:

1. Schedule one stay interview
2. Audit your team's workload and identify one thing to eliminate or postpone
3. Block "no meeting" time on team calendars for next month

This Month:

1. Conduct workload audits with entire team
2. Implement one professional development initiative
3. Model one self-care boundary consistently

This Quarter:

1. Roll out formal resilience training
2. Establish regular communication cadence about the freeze
3. Create mental health resources document for your team

This Week:

1. Start your resilience resume—document 3 wins from the past month
2. Identify one skill to develop
3. Reach out to one person in your resilience network

This Month:

1. Establish a daily micro-recovery practice
2. Apply the "controllables" goal framework
3. Complete one skill-building module

This Quarter:

1. Build a portfolio demonstrating your new skills
2. Attend 2-3 networking events or virtual meetups
3. Conduct a comprehensive resilience checkpoint

While a hiring freeze can be a challenging period for organizations, it also presents an opportunity for adaptation and growth (Nurturebox).

The 2025 hiring freeze is real, and its impact on mental health is significant. But resilience—strategic, supported, and skill-based resilience—is the difference between merely surviving and actually thriving.

For managers, investing in team resilience now means having an engaged and capable workforce ready to scale when opportunities return. For employees and job seekers, building personal resilience positions you as exactly the kind of adaptable, growth-oriented professional every company will want to hire when the freeze thaws.

The question isn't whether you can afford to invest in resilience. It's whether you can afford not to.

• Workplace Strategies for Mental Health - Free resilience planning tools
• Lyra Health: Resilience in the Workplace - Evidence-based strategies
• SHRM: Workplace Mental Health - Latest research and trends
• American Psychological Association: Building Resilience - Research and practical guidance

Ready for personalized support navigating your career during uncertain times?

Whether you're a manager looking to support your team or an individual building resilience, strategic coaching can accelerate your progress. Schedule a discovery call to explore how coaching can help you thrive, not just survive, during this hiring freeze.