The COVID-19 pandemic has radically changed the way we manage our lives, both personally and professionally. When governments around the world implemented stay-at-home protocols and lockdowns, companies had to adopt a work-from-home strategy.

Now, with the easing of government restrictions and the economy opening up again, they will have to adapt to the new “normal” in the workplace. This may mean adherence to social distancing protocols, limited interactions with customers, low occupancy levels in the workplace, and extended remote working arrangements.

Companies should adopt specific employee engagement strategies to ensure that their employees stay engaged and make the workplace as safe as possible.

Here are 7 post-pandemic leadership trends that will shape the new normal for companies:

1-extension of remote work arrangements

After the frightening rise of COVID-19 cases, the percentage of teleworking has also increased significantly. According to a survey by the Gartner Foundation, 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 carry out their tasks efficiently. For example, this could be investing in new technology and gadgets or providing more flexible working hours. It is also necessary to adjust the goals and assessments of employees to the context of remote work.

2-use virtual employee management tools
As it follows from the remote work arrangement, there is also a need for companies to adapt to productivity and project management tools. While working from home, it is difficult for managers to track the progress of their employees. Unlike the above, they can not just climb into the employee's office for verification. This increases the need for companies to adopt alternative measures to effectively manage the performance of remote employees.
For some, this may mean the use of non-traditional personnel management tools. Companies that have not been equipped with the appropriate 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
Since many companies are reopening, employee safety should also be a top priority for employers. If employers ask some employees to return to the workplace, these employees want to make sure that employers prioritize their well-being by implementing safety measures.
This can include:
* Implementation of social distancing protocols
* Reduction of workplace occupancy
* Provide disinfectants and encourage frequent hand washing among employees
* Encourage sick employees to stay at home
* Clean and disinfect offices regularly
* Enforcing face mask policies on and off the job

4. increased focus on the mental health and well-being of employees
Apart from ensuring the physical health of employees, employers should also focus on their mental health.
According to the Harvard Business Review survey, 42 percent of employees worldwide have experienced a significant decline in mental health since the beginning of the pandemic. Before the pandemic, mental health was already a big problem, and the covid-19 pandemic further aggravated 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 had to reconcile work, childcare and other responsibilities.
Undoubtedly, the pandemic has caused great stress, anxiety, fatigue and even depression among workers. As people face an uncertain future, mental health problems among workers may continue to increase unless HR does something about it.
During these difficult times, business owners, managers and HR experts must retain their role of being the employee support system. They can do this by incorporating the following into their existing employee management strategies:
• More frequent contacts
* Adjusted working hours
* Remote work options
* Improvement of the sick leave policy
* Regular staff check-ins
The implementation of 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 motivation for employee motivation and productivity.

5-honesty and transparency
One of the motives for anxiety among employees may be the lack of information about what is currently happening in the company. Even when the news isn't great, people appreciate when it's updated rather than being out of the loop. In these turbulent times, the Empire