With the lock down restrictions beginning to ease, May was certainly the month for initiating conversations on when to go back to the office. June is the time to start planning measures to make this as smooth of a transition as possible and adapt to a new way of working.
It's safe to say that many of us have been affected in some way by the current crisis. We’re all living in a state of confusion and anxiety, where even the lack of face to face interaction can cause a certain level of social awkwardness. Unfortunately, these feelings won’t magically disappear when restrictions ease, and this will be reflected in our behaviour at work.
So, what does this mean for your future hiring plans? Organisations will need to take a step back and reassess what roles are required and in which locations. With the number one question being, for how long will they be needed? Workforce planning, and Staffing analysis can’t continue to be done in the same way. It is increasingly necessary to stay up to date with trends in analytics. Businesses need to be prepared to scale back as fast as possible, with multiple plans created for low, middle and high growth rates. Leaders and managers need the ability to make a decision on their staffing, review the effect through data and in turn devise a new plan of action. Plans will constantly be turned upside down through changes in our environment and employee behaviour.
The well known concept of Agile working could be the way to go for many companies. According to the CIPD and the Agile Future Forum, agile working is the methodology that allows the workforce to become adaptable to change, by establishing an optimal workforce and providing a match between the resources and the demand for services resulting in increased productivity, and improved talent attraction and retention.
To drive agile workforce decisions, it is necessary to have good internal systems in place where data can be accessed around the organisation across multiple locations and within various teams. Due to the economic phase that we will experience over the coming months, the urgency for digital transformation is more important than ever. From a talent point of view, it will be necessary to identify who are the experts within your organisation that can deliver on this project.These professionals were in short supply even before the pandemic hit, however now more than ever highly skilled professionals in digital transformation are proving their worth to businesses. The option to hire via a contract basis may prove the ideal way for your business to initiate or complete a project. Digital Transformation Consultants are comfortable working remotely and are capable of successful implementations from across the globe.
So remaining positive, not all changes caused by the pandemic are bad, planning during this time has shown us that real change can’t be done unless there is a real collaboration between HR and other business functions. Experimentation is key, starting in small areas to compare results, and learn from them. Creating an agile environment can only be done by using real time results to demonstrate their benefits and gain trust for a longer-term strategy.
It’s clear we are moving into uncharted waters and our work lives won’t go back to the old normal. We all need to learn how to live and adapt through this uncertainty and make the most out of it.