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The impact of Kovid-1 on today’s workforce has completely changed the way companies operate, with many of them taking quick tracking steps to stay away from the epidemic. In fact, this epidemic has become the biggest accelerator of the transformation of the workplace, changing the subject of debate to what the “future of work” will be overnight to “today’s new normal”. And by doing so, this epidemic has thrown the role of HR into the spotlight.

So what has forced us to divert our attention as HR leaders since the Covid-11 epidemic began? Several things come to mind:

Distributed staff:

As Covid-1 has spread around the world, working from home overnight has become the new norm for most companies around the world. There was no preparation. There is no training or examination. It was a completely disruptive event for which no one was prepared, and we have learned a lot over the past year that the impact of working on our people has been both positive and negative. It was a perfect testing ground for how companies could work within a distributed workforce setup and decide that this is something that should continue even after the epidemic is over, or alternatively prove that it is not the right setup for them.

Health & Wellness:

The health and well-being of your people has never been more important during this global epidemic. With the adoption of work from home as the new norm, the boundaries between the balance of work and personal life have never been blurred. And since we are in a more ‘always’ work environment, ensuring that the right level of support and focus is invested in helping your people’s well-being and mental health should be a top priority for any organization.

Since the onset of the epidemic, our data have shown that stress and anxiety levels have increased significantly. At the same time, the sense of belonging of our people has diminished. People have never felt more isolated. It can lead to depression, feelings of isolation, loneliness, all of which are not detrimental to your human health, but rather the productivity, passion and purpose of your people in your organization.

Culture and values

Given the detrimental effects this epidemic has had on the workplace from a health, inclusion and inclusion perspective, now is the time to anchor and remind your people of what your company’s culture and values ​​are. Conversing with your employees and getting their ideas about how the company culture has evolved after the epidemic and what areas the company can improve in is a critically important conversation that is often overlooked or overlooked. A powerful conversation that reminds your employees why they joined your company and what motivates them to continue working in your company to provide invaluable information on how you strategize your people to ensure you retain your employees. Can

So what next?

Undoubtedly, many more changes will come from the effects of this unprecedented epidemic. Our job as human resource leaders is to embrace these changes with a growth mindset, to find the silver lining, and to push the boundaries of HR to pave the way for the future of work tomorrow. The future of work is where the health and well-being of our people comes first. A future where we are not afraid to try something new in the best interests of your employees, but it makes your leaders uncomfortable.

So no wonder, our job market has never been stronger. With more HR jobs open than ever before, many companies are trying to quickly capture and recruit HR talent because the need for a strong HR team has never been more important. And for the first time it also includes big time in the position of Non-Executive Director (NED).

With such a hot job market in our profession, it is time to choose wisely whether it should be left for a new opportunity for HR professionals. Being responsive and making hasty decisions to leave the company is not something that anyone would recommend. But it easily happens when you are trying to create change and shake off the tired feeling that this epidemic is going away. Changing your job to an employer who has just woken up and smelled HR coffee is not a smart move. Depending on the maturity level of these companies, it is likely that the people in your company will continue to strategize and continue and provide high impact as part of the business strategy where you continue to do your HR magic.

To quote David Green, “The important role played by the CHRO in this crisis has been compared to that of the CFO during the global financial crisis.” This is the time when HR leaders around the world need to move forward and show the way.

Enjoy your coffee. It never tastes better!



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