HR Trends Post COVID-19

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Life has not been easy for individuals and businesses across the globe during the year 2020 due to the constant impacts of the COVID-19 pandemic. All global reports indicate that the way organizations tried to respond to this sudden uncontrollable situation ranged from making keen efforts to understand and respond to the demands of the situation; improvising some internal factors to gain control on the situation; adapting to enhanced the use of tech-related solutions to reduce losses; synchronizing to new industry and national standards, and lastly, discovering new work procedures and employee issues. This year has been a roller-coaster ride with ups and downs, but indeed, providing a great learning experience for small and big firms. In other words, the firms adapt to the new normal which is a state to which an economy, society, etc. settles following a crisis, when this differs from the situation that prevailed prior to the start of the crisis. The term has been used following the financial crisis of 2007-2008, the aftermath of the 2008–2012 global recession, and the COVID-19 pandemic.

A host of interesting and timely international including Deloitte and Gartner reports opine that five critical steps may support and enable firms to bounce back and develop resilience in the post-COVID times. They include:              

(1) Reflect: The leaders need to reflect and understand the situation in the context of their organization and the industry they operate in.

(2) Recommit: The leaders need to recommit to transiting the organization in order to recover from the situation by setting new commitments and priorities for the organization as well as the employees. It becomes critical for the leaders to communicate directly with their workforces on new priorities and business goals.

(3) Re-engage: Clear directions and priorities need to be conveyed by the leaders to the workforce where an understanding is generated about the skill and competence requirements of employees. In the new normal, the leaders need to involve workers in meaningful work where employees feel valued and be able to contribute to the demands of the new vision. Enough training is the key. New technology solutions need to be adopted by organizations as well.

(4) Re-thinking: Shifting away from rigid routine and structure is the requirement of the new normal. There is a need to closely communicate with everyone in the organization. Firms have even rethought about their vision and mission during the post-COVID times.

(5) Reboot: A pivot toward HR designed for speed, new ways of working, digital first, teams, adaptable organizational strategies, and changing business requirements is a pivotal decision. These five steps could be the game changers for resilient organizations post COVID era.

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