Moving forward, organizations will need to do a ‘soul-searching’ exercise and to prepare for a new paradigm in workplace arrangements.
Here is the list of key aspects that will likely see a sea change in the months to come below
#1: Managing the workforce
- Work from home has become a norm while working at the office will probably become a status symbol.
- Understanding conditions at ‘home’ (hardware as well as the soft-side i.e. family) will help organizations to prioritize those who may need office space more than others.
- Approach to occupational safety needs to include the home environment in which the employee is working: We need to consider if insurance will cover home-based accidents.
- Explore ways to involve remote workers in developing work-related policies, EHS programs, etc.
- Work Practices and policies should be redefined.
- Review the role of team leaders/supervisors/middle management; the role of HR and support functions; build new approaches to self-directed teams; define the workplace/workspace.
- Employee engagement initiatives, measures, pulse surveys; expect mental health of remote workers, and those in isolation becoming a common need to be addressed.
- The dynamics in engaging unions will change; being prepared to consider the inclusion of new terms in union agreements.
- Explore the benefits of telemedicine and similar services to help keep staff safer and lessen the risk of exposure.
- Redefine the performance management process; how are we to measure productivity/creativity/employee’s behavioral impact (the employee who runs the extra mile) to business?
- Redefine the talent pool to tap on skilled/talented homemakers who may come forward to offer their services via flexible work arrangements.
How can we complement remote work practices by having huddle rooms and hot desks at the common office, rotating work-day routines, shift work for office staff?