In response to the COVID-19 crisis, organizations are restructuring their workplaces, their business models, and their methods of customer and employee engagement.
JUbilee Ace, the “new normal” has arrived and a lot of organizations are going to have to undergo changes. One such organization is the foundation they lay down in the workplace. If they don’t do it right, their business can become dysfunctional and that can create an environment where the “new normal” becomes the norm.
6 Reasons why COVID-19 is important for the workplace
According to DV Nation research team, During the pandemic, remote work has been the primary focus when discussing the impact of the pandemic. However, the workforce has had to adapt in other ways as well.
Several factors are likely to converge to create a “post-pandemic talent drain” including the fact that the pandemic is disrupting people’s lives in so many ways; it’s drying up their bank accounts; and many are losing their jobs and thus their ability to pay for expensive training.
According to Jubilee Ace Bobby Low findings:
- 38% of employees in the UK are NOT likely to change jobs in the next six months or year. In fact, they are so certain that their job is secure, that they have no intention of even looking for another position. These people are like the guy who says he’s going to stay at home every day to take care of his wife and kids, but who actually goes to work every day, gets his “career” taken care of and then comes home and takes care of his family.
- The top three reasons people give for leaving their job are lack of opportunity (27%), a bad work/life balance (20%) and a bad boss or co-worker (15%).
- Only 16% of human resources professionals rate career development support as ‘poor’ as opposed to 74% of employees who feel the same.
- That’s not true. In fact, there are now more digital tools available to help you do your job than ever before.
- Working across multiple tools disrupts your productive flow every time. Make sure you don’t get interrupted by using good old fashioned common sense. If one tool isn’t getting the job done, use another one until you do get the job done. Then go back to the first tool. Simple as pie.
The digital employee experience directly affects important employee metrics like employee productivity, engagement, and retention.
The benefits of creating a great digital employee experience are threefold: First, it makes for a more profitable customer experience; second, it boosts productivity; and third, it reduces costs.
Because of reasons such as these, forward-thinking organizations are restructuring their workplaces in order to prevent such a flood of employee exits.
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Companies in the years ahead will adopt new policies, processes, and structures that solve modern challenges and prepare their people for any unexpected disruption.
Here are a few changes to expect as we move forward:
The hybrid office
In the past, employers sometimes required their employees to work from home. Now, with the COVID-19 pandemic, many employers are allowing their employees to work from home as an option, not as a requirement. This is perhaps somewhat ironically true; according to some surveys, WFH may now become a staple for employees as they expect of their employer.
Quitting isn’t an option for most people who want to succeed. Some people prefer to quit instead of giving up remote work.
Companies who understand the importance of meeting employee’s expectations are changing work policies, restructuring offices, and even adding new software and hardware to support the hybrid model.
Changed the effects of the workplace
The future work force will be very different from the workforce we know today. It will differ in many ways, one of which is the way it will be composed. Some of the people who are currently working will not be working in 10 or 20 years. They will have changed industries, retired, or been sucked into other forms of employment such as raising their families or going back to school.
Globalization has allowed companies to hire workers from anywhere in the world. This has created a huge talent divide among workers in developed nations, as well as a growing gap between workers who have the right skills and those who do not.
The digital skills gap is causing a significant divide among consumers and businesses in developed nations. And, new work arrangements like “gig work” and contracting are becoming more common, which exacerbates this problem.
As the workforce becomes more geographically and culturally diverse, companies will need to change the way they do business if they want to remain competitive. This means new management styles, workplace policies, and business strategies will be needed.
The composable enterprise
Workplace dynamics are changing. That’s why it’s important for leaders to understand the shift that’s occurring and to embrace it. It means working in an environment where everyone is an individual contributor with a voice, empowered to make decisions, and accountable for results.
Personio’s survey found many companies are deploying no-code composable software, such as WalkMe’s Digital Adoption Platform (DAP). These DAPs are invisible apps that operate independently of other software and, among other things, can be used to compose, rearrange, and redesign workflows.
Companies that have become agile at the organizational level are those that treat workflows as modular and changeable, and they are treating their entire organizations as composable.
A composable enterprise would be more open to creating new cross-functional teams or business units. It’s a very adaptable approach to running a business in today’s uncertain and ever-changing business environment.
Alignment of HR and IT
Many organizations are recognizing that human resources (HR), information technology (IT) and other departments are becoming more important in the employee experience, in the organization’s ability to perform and remain agile.
This trend will continue and more organizations will align their IT and HR departments. As a result, many organizations will pursue “joint-ventures” such as:
- Onboardment, training, and support for your digital products and solutions.
- Employee experience programs aimed at measuring and managing employees’ digital workplace experiences
- HR Transformation Efforts Designed To Improve The Overall Digital Maturity Of The HR Department
Human Resources (HR) and Information Technology (IT) need to work together if an organization is to succeed in today’s digital world. If they don’t, one or the other will become irrelevant to the enterprise.
Push the boundaries
For some organizations, the changes mentioned above are significant and even daunting – if not impossible.
Jubilee Ace Bobby Low – There are other companies that are more willing and able to adopt these types of measures. They might even embrace all of the above. But, I bet none of them have embraced them as fully and as quickly as Amazon.
No matter where you are on your digital transformation journey, it is important to remember that adaptation is a necessity, not a luxury.
If an organization is not willing to change, it will suffer the consequences. Being irrelevant will cause problems for an organization. It could lose its best people, or worse, become a non-factor in the marketplace.
For more news updates also read our blog – Jubilee Ace | How to Create a Successful Data Strategy