The Covid-19 pandemic has changed various facets of work structures for an organization in the past year and a half. It has forced several companies to adopt new and advanced ways of working. Organizations are reconsidering the management and role of businesses to provide a safe, secure, and productive working environment. With the pandemic becoming the new normal, companies all around the globe are witnessing several recent work trends, and HR leaders are rethinking their employee planning and performance strategies.
With the pandemic shutting down several businesses overnight, employees understood the importance of prioritizing their skills on the resume. Even in the pre-pandemic phase, people were focusing on acquiring transferable or soft skills. However, with the advent of Covid-19 and people with in-person roles becoming unemployed, the world witnessed a drastic increase in the need for transferable skills.
Today, more and more employers are focusing on soft skills while recruiting employees. Moreover, they have understood that an employee’s skills should not be tied to a single industry or role. Due to these reasons, organizations are focusing on providing upskilling and training programs to their workers.
With offices reopening and employees returning to workplaces, you may encounter various workplace changes in the post-pandemic phase. Employers and HR leaders may adopt new trends to manage work and people in the organization.
It has become crucial for HR managers to understand that the pandemic has changed how people work and how the work gets done. Here is what you can expect from employers and HR managers in an organization now:-
According to a survey, two-thirds of people all around the globe would prefer working flexibly when the Covid-19 pandemic is over.
Do you know what the one thing that Covid-19 made every employee and employer realize is? That many jobs do not require an office; they can be done remotely. Yes, that’s right! Many businesses conducted their operation remotely during the pandemic without any hassles, giving employees the freedom of flexibility.
Almost 56% of employees feel that providing flexibility to workers is the primary way organizations can show their support.
Moreover, remote work has also eliminated the geographical barriers of employment for organizations. Today, people from various backgrounds, cultures, and ethnicity work together as part of the same organization from multiple places in the world.
Almost 96% of HR leaders in an organization are concerned about the safety and well-being of employees more now than before the pandemic.
Showing empathy in the workplace has gained extreme significance more now than ever. Today, the workforce is under the additional stress of mental and physical health and the fear of job instability. By practicing empathy in the hiring process and during work, employers can reflect positivity, care, and support towards their employees.
How can companies and employees win and achieve the required outcome with so many drastic changes and unknowns? By pairing their understanding and skills (to conduct business effectively) with empathy and intuition (to resolve problems in a way that suits both the company and the workforce).
As mentioned earlier, the work from home structure led companies to hire people from various geographies with different cultures and backgrounds. But the question is, what the benefits of hiring a diverse workforce are? Diversity and inclusion in the workforce can offer several opportunities for improvement to the organization.
Almost 70% of diverse companies have higher chances to lead and capture new markets.
A team with people from different cultures, backgrounds, and ethnicity help bring creative and innovative ideas to the table. However, HR managers need to keep in mind that diversity without inclusion is of no use. Diversity brings people from different backgrounds under the same roof, but inclusion makes them feel valued among their team members.
In the US, about 4 in every 10 people have reported symptoms of anxiety and depression during the pandemic.
Whatever the uncertain situation, one role of managers does not ever change… supporting their team members. From supporting their mental health to providing better benefits for catering to their needs, managers are expected to invest more in employees’ well-being than ever before.
With more and more employees struggling with mental health issues, it has become necessary for organizations to invest in training and provide skills to employees for having an effective conversation about their mental health in the workplace. Moreover, modifying the policies and practices related to leaves, working hours, and business communication has also become essential in companies.
Monitoring employees in a remote working setting is not an easy task. Therefore, employers have started using technologies to track their employees’ work by computer usage and internal chats and communications via emails. While for some companies, the motive is to track productivity, for others, it is to follow the well-being and engagement of employees to understand their employee experience in the organization.
Employee monitoring was even practiced before the pandemic using traditional monitoring tools. However, with increased remote working, this HR trend of collecting data to ensure employee health and safety will be accelerated using new and better technological tools.
The pandemic has changed the way of doing work everywhere indefinitely. And in many ways, it has proved to be suitable for employees and organizations. Having a better work-life balance, managing their personal life, meetings, and work has become run-of-the-mill for employees. Providing flexible work with remote working has become routine, and employees have started depending on transferable skills rather than a specific career path. So now that you know what you can expect from your future employers and HR leaders, make the next big step of applying for job openings with ExpediUSA.
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