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The opinions of the employees of s You are personal.
It only took a few months for the corona virus to completely change the world as we knew it. But if you wait patiently for things to return to normal, I have bad news: I don’t think we can finally return to a world before COVID-19.
How has the future of work changed? Here you can see what you can expect in the future.
Before the COVID-19 pandemic, five million people were working from home at least half the time. According to Salesforce research, 61% of the workforce has since been working from home. Even more surprising is that 53% of employees started using COVID-19. And guess what? You are more productive and communicative.
For this reason, he hopes that flexible work regulations will become the norm and not just the trend. Twitter recently announced that most employees can use work from home permanently, and even more traditional companies like Barclays and Morgan Stanley have implemented this policy.
“At this point in time, it is clear that remote work after COVID-19 is seen as completely new,” said Ben Rogers, president of the Platform and Technology Customers of the National Research Group (NRG). “Investments in platforms and technology will be necessary to maximize the efficiency of this new paradigm.”
Does this mean that employees will never leave their homes again? Of course not. You can visit the office one or two days a week for personal events. There will also be some jobs where remote working is not an option. But we can be sure that the days of the traditional daily routine are from 9:00 a.m. 5.00. were left behind.
Goodbye to face-to-face meetings
Because of the corona virus, virtual meetings are more popular than ever. As with remote work, expect the trend to become normal again. We have seen Zoom zoom in and many significant innovations with other virtual meeting platforms. COVID can also reduce many business trips.
However, don’t just expect an increase in video conferencing. Expect to continue to replace your meetings with emails and instant messages. This type of communication is likely to be faster and more efficient. When it’s time to build a relationship, trust video conferencing and try team building activities like virtual lunches.
Share talent across industries
“As leaders,” Ravin Jesuthasan, Tracey Malcolm and Susan Cantrell say in the Harvard Business Review, “We all have to ask ourselves: How can we use the broadest talent ecosystem to strengthen the resilience of organizations and people in these difficult times?”
The answer? “An innovative answer is to develop a talent exchange between industries.”
What is it exactly? Well, because of this crisis, unemployed people are temporarily working in “revised organizations” like logistics. Why is that beneficial? It helps “avoid the friction and reputational costs associated with letting go of people while helping workers develop new skills and networks.”
For example, companies like Kroger have “borrowed” suspended employees of the wholesaler Sysco. “Months earlier in China, companies also started sharing employees creatively,” the authors add. “In these agreements, companies that receive employees define what skills they are looking for,” said Jesuthasan, Malcolm and Cantrell. “They then work with companies that share their employees to define the length of the exchange and the impact on pay, benefits and insurance.”
Adaptation, agility and innovation
Which companies will emerge from the pandemic relatively unscathed? You will be the ones with a model of work at home. Of course, this is because, like real estate, they have limited fixed costs and are light enough to change direction if necessary.
But not everything is pessimism for companies with physical locations or products. A typical example: distilleries that have switched from the production of liqueurs to hand disinfectants. Or apparel companies are now making masks to meet customer needs. Another example would be the online offering of services. Take a gym as an example. Customers could pay for virtual training sessions instead of physically going to the gym.
Results versus time
When we adapt to new work regulations, there is a temptation to monitor our team. Employers now control their teams by monitoring keystrokes, reading Slack messages, or analyzing screens that they have shared in Zoom. However, constant monitoring of your employees can backfire.
Employees may feel that their privacy has been violated. As a result, they can leave your organization. It also suppresses innovation and signals that you don’t trust them, which reduces motivation and productivity.
“The role of leaders will focus more on empowering their employees, motivating them to work together on a mission, and measuring the results of their work,” said Bill George, author of Discover your true north . “Instead of measuring employee input, companies will move to results and forward-looking metrics like market share and customer feedback.”
The team’s well-being will now be at the forefront of employee and company priorities. While we’re still in COVID and may have been stranded for some time, keep working to make sure your team is physically and mentally well.
It depends on your industry. However, if you expect employees to physically return to work, you should step up cleaning and sterilization.
You may also need to implement mandatory ratings for the job. Companies like Amazon, Walmart and Starbucks have measured the temperatures of their employees. There may even be an “immunity passport” as discussed in the UK.
You may need to help your team with their mental health regardless of whether they join or work remotely.
“Unfortunately, on an individual level, there are some people who are exposed to post-traumatic stress,” said Adam Grant, a professor at Wharton School. “The psychologically encouraging news is that more than half of people report a different response to trauma, namely post-traumatic growth.”
“Post-traumatic growth is the feeling that I wish this hadn’t happened, but I’ve felt better since it happened,” Grant says. “It could be a greater sense of personal strength.” Or “it could be a deeper sense of gratitude; it could be finding new meaning or investing more in relationships.”
To support this, show empathy and reduce the mental health stigma. You need to make sure that your insurance plan covers visits to the therapist and can lead to applications such as headspace or crisis hotlines.