The COVID-19 pandemic has changed the world and created a “new normal” with the possibility that we will not see the old normal for a long time, if ever. While some countries are in recovery, others are still struggling with rising cases & vaccine supply/distribution. Businesses have had to, and still need to, adjust quickly to try & keep the business alive & staff safe while allowing for remote work along with other challenges. These changes have greatly impacted the role of HR, both now and into the future.

“It’s critical for business leaders to understand that large-scale shifts are changing how people work and how business gets done,” says Brian Kropp, Distinguished Vice President, Gartner. “HR leaders who respond effectively can ensure their organizations stand out from competitors.”

HR leaders need to rethink workforce and employee planning, management, performance and experience strategies. We at the BwB Advisors, believe that at a high level each organization should take a three prong approach of:

Reflect

On what has worked, what has been learned & what has been missed being sure to bring in fresh perspectives.

Rethink

The workforce, the workplace, policies & procedures, as well as the meaning of work itself. Simply put, work is no longer a place that you go but rather a thing that you do.

Restart

With a string commitment to not only the health & longevity of the organization itself but more importantly the very people who make the organization what it is. Be sure to ensure all feel comfortable and safe pulling together for the organization in the “new normal”.

With this high level three-prong approach in hand HR leaders must evaluate the impact that 5 key trends will have on their organization’s operations and strategic goals, identify which require immediate action and assess to what degree these trends change past (pre-COVID-19) and present strategic goals and plans.

Remote Work is Here to Stay

Many jobs that weren’t remote before are now and that’s not going to change any time soon. Companies are seeing the benefits of having employees work from home. Also, some employees love not having a commute or the distractions of the office.

HR managers will need to adjust their roles as well to accommodate employees working remotely. This will include several aspects, including employee engagement, talent acquisition, and legal compliance, which we will look at below.

Flexible Work Schedules are the New Normal

Team productivity should become center stage; businesses should enhance use of technology to help employees collaborate more effectively, while allowing more flexible work schedules to individuals thus ensuring employees can manage their work more productively.

Increased Need for Employee Engagement and Retention

Remote workers can easily feel disconnected from office culture when working from home, so HR can work on improving employee engagement from a distance. You need to make sure they feel like they belong by reinforcing their connection to company values and one another.

You can’t automate company culture, but you can facilitate increased engagement. Use online tools, such as Zoom, for employee and team meetings as well as chat apps, like Slack, to create channels for coworkers to engage each other. HR can be the driving force.

When you show your team that you’re on their side and that the company wants to reduce their stress levels, not add to it, you’ll encourage employee loyalty for your remote workers. Think creatively about perks that will keep your team healthy and engaged at home.

The Critical Role of Talent Acquisition

Unemployment rates skyrocketed in a lot of countries as businesses changed gears suddenly in 2020. That means hiring will need to be adjusted for many companies. Some talent pools you may not have considered in the past are now the best place to find people who understand the new normal.

For example, if you haven’t worked with contractors in the past, now is a great time to engage them. They are familiar with working remotely, can focus on the project, and understand that roles may be short term.

You also need to adjust your hiring processes so more of it can be done online without face-to-face contact. Online applications, virtual interviews, and onboarding paperwork with e-signatures can help improve the applicant and new hire experience in light of the novel coronavirus.

Legal Compliance in a Remote Workplace

Managing a remote workforce will also require different legal compliance. Specifics regarding labor laws will depend on your country or state, but HR will be the key to maintaining this compliance.

You will want to look at current policies like paid time off, sick leave, and family leave. Where can you make improvements, especially for workers who are now at home? You also need to ensure that your remote working policies are compliant with the local labor requirements.

BwB Advisors wants to give you a better understanding of the challenges today's businesses face, equip you with expert knowledge & tools and help your organization grow smoothly and efficiently. To learn more about our services or to receive a free initial consultation here.

February 2021   /   Insights   /   By: Bernd Maciejewski