WORK-FORCE CHANGES AFTER COVID-19

The COVID-19 crisis has created a huge burning platform and an unexpected, turn around opportunities for people to see the impact of swift important change, and to witness the negative consequences of trying to ignore this aberration from everyday life within organizations, with the understanding that COVID-19 might not be the only kind of threat that could affect people’s work-life in this magnitude going forward.
The virus has impacted significant change in how employees operate with each other, as well as with clients, customers, and vendors. Now companies are shifting past their immediate response to the crisis, we’ve entered into a temporary “new normal.”
That brings me to the ultimate question, what will be the long-term impacts of our new normal at the workplace?
To stay ahead, companies need to begin planning now for shift strategies:


TRUST, TRANSPARENCY, AND EMPATHY

Leadership experts such as Kim Scott and Brené Brown have long emphasized the importance of vulnerability. Now, employers and employees must understand and support themselves more, there should be a support desk created to deal with the grievance challenges that might come up. Employers that show qualities like humanity, active listening support, and connection will achieve excellence with their work environment and will earn greater trust and loyalty from their employees and are better prepared to engage employees for the long term, regardless of the external environment.


WORK-LIFE BALANCE.


Organizations must remove the stigma and support employees’ needs to make time for self-care which including exercise, meals, and family time.
Policies and procedures need to reflect these changes, and employers must model a true work-life balance so that it becomes part of the company culture, as we all know that companies are recognizing that working hours needs to be adjusted to suit the demands of a modern workforce. If employers can place greater emphasis on flexibility for people to accomplish their best work—when and how it meets their personal needs (as well as the needs of the company) which is most challenging because of lack of trust. they can reinforce the cultural change of measuring staff based on performance, which can result in rapid benefits for the company.
TO BE CONTINUED.

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