We didn’t expect a global pandemic to hit us in 2020. Many companies are talking about life after the pandemic, and normalcy is a huge part of this conversation. Normalcy isn’t likely to return as we’ve known it. Instead, we need to prepare for a new world of work.
In 2019, most of us considered remote work a coveted perk. We worked from home because we were lucky enough to work for a company that let us. Many companies still required at least one day a week in the office. All of this was halted earlier this year as the pandemic spread—those who could started working remotely, so we could curb the spread of the virus. Unless you work in an essential business, you are probably still working from home.
If remote work isn’t a part of your big picture strategy, you may lose impressive talent to companies who take better care of their employees.
We’ve all had jobs with horrible healthcare benefits. Having any healthcare plan may help you financially, but it doesn’t show that you care for your people. Your employees can see through your healthcare plan, especially during a time where health matters. As an employer, you should look at your healthcare plans. Are you offering insurance that will protect your people and their loved ones?
Diversity and inclusion are a massive part of the new world of work. We’ve had some of the largest race-related protests in American history in 2020. Your employees want to feel supported, and they want their company leaders to take a stand. Diversity and inclusion need to be a massive part of your company strategy going forward. How can you walk the walk and talk the talk when it comes to diversity? Your employees, stakeholders, and customers are watching.
Forty hours used to stretch a lot further before 2020. Stress at work has taken a toll on many employees. As you look to the future, you should look for ways to support your employees and help them work smarter, not harder. For example, outsourcing or automating repetitive tasks may help your employees focus on big picture tasks. Everyone should be striving to put in the right work, not more work.
As employers move toward remote work, finding talent becomes less dependent on zip codes. If you want to keep up with your competition, you should strive to find great talent. Expand your search to connect with employees who share your values and have excellent potential. Finding talent from a vast talent pool can be overwhelming. Create connections, expand your employee referral programs, and reach out to specialized recruiters for help.
Over the past several months, we’ve seen countless layoffs at major companies across the world. For many employees, these layoffs were abrupt and devastating. Companies who were growing suddenly needed to downsize to stay afloat.
Due to these company changes, many employees felt abandoned, and they needed to scramble to find new work in a spotty economy.
When it comes to your company, do your employees know about your financial situation? If you had to downsize tomorrow, how many employees would see it coming? How many would feel blindsided? If your layoff announcement would shock your employees, you are not keeping your employees in the loop.
Be honest with your employees about the financial strength of your organization. Share monthly or quarterly reports with your team about finances and where your organization is headed. Sharing this information with your employees often will help them feel more confident and comfortable with their career trajectory.
As we’ve adjusted to remote work, companies have struggled with connecting to employees. We know that remote work is here to stay, so we need to understand the power of recognition on our teams.
There is recognition in seeing each other face-to-face. A simple smile, a pat on the back, or a thumbs up are all easy to give when you pass someone in the office. Working from home removes a lot of these activities that bond you and your employees.
Using tools like Elevate allows you to recognize your employees remotely so you can unlock your employees’ full potential and retain amazing talent.
As you begin to consider what the new world of work will look like, keep your people top of mind. Whether you are talking about your employees, customers, or stakeholders, you have a responsibility to your people. Pivot your strategy and refuse to stay stagnant. Wishing for normalcy is a moot point because we may never get back to the normal we’ve known. Instead, we need to be forward-thinking and courageous if we want our companies to ride the wave and come out on top.