The corona virus caused significant disruptions, but it also left important insights on how to deal with the workforce.
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The opinions of the employees of s You are personal.
Author: Orlando Mejía, main partner in organizational transformation for Latin America in consulting, Deloitte México.
The rapid spread of Covid-19 has affected the working environment of a large number of organizations worldwide. Virtually all employees have left their usual jobs to stay at home and stay productive from there. And it is still not entirely clear when and under what conditions they will return.
In the meantime, companies are going through a process of reviewing their policies and trying to stay in touch with their human capital to help them develop this exceptional environment.
Suddenly change your work style and keep working as always It revealed a number of challenges, including poor administrative support and inadequate training. a technological infrastructure that made remote work difficult; confusing procedures regarding the recording of working hours / overtime; and coping with stress when employees take care of their families and face facility closures.
Overcoming such challenges requires close coordination between management, division heads, human resources and even the workforce. While the Covid-19 caused significant disruptions, it also left important insights on how to work with employees, how to use best practices when working remotely, and how to ensure compliance. I would like to mention the following:
The importance of being in touch and constantly training. Companies have recognized the importance of being in constant communication and training executives and middle managers in the new context, while at the same time keeping employees informed of reported changes to protocols and procedures that are offered a sense of belonging and Safety.
Protection of personal health information. The Human Resources division has taken on the task of aligning its methods with medical and data protection regulations to ensure that the company complies with national and local requirements and protects its human capital at all times.
The ability to create new work schemes. We not only refer to the remote work schedule, but due to the eventuality, we also had to consider the need to create policies that take into account expectations of work schedules, overtime, reporting of personal injuries and responsibility for treatment of the company team, protection of confidential information , amongst other things.
The importance of efficient technological resources. Technological resources play a strategic role in performing remote work. It is important, therefore, that employees have secure computers, access through virtual networks (VPNs) and a secure connection (companies may even be willing to pay for the high-speed Internet). Remind employees of data management guidelines in every possible area to ensure that they are always encrypted to prevent changes or that they are intercepted.
Although there may be employees who are not eligible for certain work programs, e.g. B. part-time, external or contractor employees, it is also important that the human resources department communicates all guidelines agreed by the company.
Businesses have learned on the way to develop plans for dealing with other types of absences, such as: B. Vacation or vacation that employees need for their family in this crisis.
Without a doubt, the Covid-19 has changed the way millions of people work, and thus the way companies manage their human capital. How they face these new challenges and what lessons they learn largely depends on their responsiveness and adaptation, as well as their technological maturity and leadership. And there is still a lot to learn.