The COVID-19 pandemic has fundamentally changed the way we conduct our lives, both personally and professionally. When governments around the world implemented stay-at-home protocols and lockdowns, companies had to embrace the strategy of working from home.
Now, with government restrictions loosening and the economy opening up again, they will have to adjust to a new "normal" in the workplace. This could mean adherence to social distancing protocols, limited interactions with customers, lower occupancy levels in the workplace, and extended remote working arrangements.
Companies must adopt specific employee engagement strategies to ensure their employees remain engaged and to make the workplace as safe as possible.
Here are 7 post-pandemic leadership trends that will shape the new normal for businesses:
1- Extending remote work arrangements
After the frightening rise in COVID-19 cases, the proportion of remote work increased exponentially as well. According to a Gartner survey, 50% of organizations reported that 81% of their employees were working remotely during the pandemic. The same survey also shows that while 31 percent of respondents worked remotely even before the onset of COVID-19, the number is expected to rise to 41 percent after the pandemic.
As organizations shift to new working arrangements, it is crucial to gather information about the needs of their employees to perform their tasks efficiently. For example, this could be investing in new technology and tools or providing more flexible working hours. It is also necessary to adjust the objectives and evaluations of employees to align with the context of remote work.
2- Use virtual employee management tools
As it entails arranging remote work, there is also a need for companies to adapt productivity and project management tools. While working from home, it is difficult for managers to track the progress of their employees. Unlike before, they can't just go up to the employee's desk to check in. This increases the need for companies to adopt alternative measures to effectively manage the performance of remote employees.
For some, this may mean using unconventional employee management tools. Companies that were not equipped with the proper telecommuting tools before may have to consider investing in telecommuting tools. This includes tools for:
• Project management (Asana, Basecamp, etc.)
• Collaboration (Slack, Trello, etc.)
• Video conferencing (Zoom, Google Meet or Skype)
• File sharing (Google Drive, Dropbox)
• Using a work computer (Time Doctor, Toggl or Rescue Time)
3- Ensure a safe workplace
As many businesses reopen, employee safety should also be a top priority for employers. If employers require some employees to return to the workplace, those employees want to ensure that employers prioritize their well-being by implementing safety measures.
This could include:
• Implement social distancing protocols
• Reducing workplace occupation
• Providing sanitizers and encouraging frequent hand washing among workers
• Encouraging sick employees to stay at home
• Regular cleaning and disinfection of offices
• Enforce face mask policies on and off the job
4- Increased focus on employees’ mental health and well-being
Aside from ensuring the physical health of employees, employers should also focus on their mental health.
According to a Harvard Business Review survey, 42 percent of employees worldwide have experienced a significant decline in mental health since the start of the pandemic. Prior to the pandemic, mental health was already a huge problem, and the COVID-19 pandemic further exacerbated these conditions. Over the past year, a high percentage of the population has experienced unemployment, loss of a loved one, social isolation, fear and loneliness. Many remote employees have had to juggle work, childcare, and other responsibilities.
There is no doubt that the pandemic has caused great stress, anxiety, fatigue and even depression among workers. As people face an uncertain future, mental health issues among workers may continue to increase unless HR does something about it.
During these challenging times, business owners, managers, and HR professionals must retain their role as the employee support system. They can do this by incorporating the following into their existing employee management strategies:
• More frequent contacts
• Adjusted working hours
• Options for remote work
• Improving the sick leave policy
• Regular employee check-ins
Implementing all these initiatives will not only relieve any psychological stress but may also improve employee engagement in the workplace. Knowing that management cares about them is a great motivator for employee motivation and productivity.
5- Honesty and transparency
One cause for concern among employees may be the lack of information about what is currently happening in the company. Even when the news isn't great, people value the time to update it instead of being out of the loop. In these turbulent times, an empire
