Pragna Solutions

As organizations are moving over the initial layoffs, lost business, and crick that came with the outset of the pandemic, they’re also wondering what’s next. As the pandemic resets major work styles, leaders need to reevaluate workforce and employee planning, management, performance, and experience blueprint.

The current pandemic will surely have a long-lasting impact on the future of work. Companies are now moving to what is being called the next normal. Organizations are steering a return to the office, stepping up operations, and engaging more contingent employees.

But that’s not looking far enough ahead. Organizations are considering the post COVID-19 world, but now is also the time for planning for the post-vaccine future. Success in the future will depend solely on how companies will change their workforce strategies based on lessons learned during the pandemic.

Many of these lessons come from the shift to working away from the office. How do we re-consider our view and grasp new opportunities that remote work will afford? We see answers in the below five areas of advancement and opportunity: geography, cost control, data, competition, and engagement.

Trend 1: Removing Barricade to Talent for the Future of Work

The run towards digital transformation has changed the traditional recruiting methods, which were a limiting factor when it came to talent acquisition from any part of the world and virtual on-boarding. Organizations’ that always had a limited talent pool can now be bold and consider candidates in any geography.

Many work aspects where physical presence was considered mandatory have turned out to be negotiable as far as onsite demands. And studies prove that remote work has always resulted in productivity gains. By having an anywhere mindset, a company can utilize global networks of candidates. A remote talent acquisition strategy not only attracts great talent but will also result in boosting retention.

Trend 2: Remote Work Opens Creative Approaches to Cost-Control

Should companies hire new talent or up-skill existing talent? In the Pre-COVID-19 world, organizations had to build strategies based on recruiting conditions in their immediate markets. If the talent with a particular skill or learning resources were unavailable, they had to shift their approach in a different direction. Now they can exercise more control.

The flexibility to tap into talent pool in various markets across the globe can result in cost-containment opportunities. This cost factor includes the total cost of engaging all flexible talent, and not just at the individual employee level. The best strategy today would be to utilize both options. A broadened market to acquire talent, combined with anywhere-anytime learning, allows organizations to strike a balance between hiring and developing new skills with their current workforce.

Trend 3: Data Analytics and Communication Become a Survival Skill

Access to data is a value addition if analyzed and presented meaningfully at the right time and to the right audiences. The pandemic has stressed enough on the importance of data and analytics in leading a company through such uncertain times. To establish a calm and positive work environment, all you need is engaged leadership ready to communicate consistently at all levels in the right way.

This type of communication requires hard data, also needed to manage a flexible workforce. Transparency and visibility to employees are considered to be even more important, and many companies grappled in the pandemic because they lacked these parameters. Companies that were not considerate about these issues earlier now realize that what you don’t know can hurt you.

Trend 4: Leveraging Competitive Advantage Comes in New Forms

The pandemic forced companies to act in ways no one ever thought of. Remote working was not a choice, but this made organizations to get smarter, quickly make work from home a core part of the business. In the future, companies will have a better understanding of what it takes to run the business smoothly and reliably while changing their strategy rapidly and effectively.

There is no single proven formula for change. Every company is unique and different in its own ways, but change will happen, nonetheless. Smart organizations are looking to leverage this change they had to make as a competitive advantage in the coming future.

But now is not the time to follow the crowd. Ask the factual questions others are not asking. Preserve and practice the culture you need to grow. The reward is a future where right decisions can boost real relationships with the workforce, which you need the most.

Trend 5: Employee Engagement Becomes a Core Priority

How well did you communicate and foster relationships in a virtual work environment? Organizations that had a focused effort on sustaining relationships and were open, transparent, and intentional about what “good” meant to their people will excel in the post-pandemic world. 

An employee’s take on a company is multi-facet, and it can make or break an organization’s brand on places like Glassdoor and Indeed. Companies knew the importance of employee sentiment before the pandemic. But now, the attention on worker employee engagement and experience has increased.

Finally, as organizations and work cultures evolve in this unforeseen global crisis, you cannot avoid the quality-of-life conversation. Can someone focus on both their work and life priorities in your company — for a career or even just a temporary assignment? Are you opening windows of opportunities to advance and up-skill?

Don’t run away from these questions. An organization’s future relationship with its workforce solely depends on the actions it takes today to develop a positive work culture that focuses on making lives better among employees and the community at large.

Finally: Learn What to Do When You Don’t Know Something

You cannot fully predict what post pandemic world of work will bring. You can only try to interpret the signals of today. Be rigorous in your approach and commitment to learn from what you see. See and try what works the best for you. And don’t give up looking for the opportunities to get better.

With a combination of flexibility and planning, you can future-proof your workforce strategy to keep your organization ahead while navigating the road ahead.

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