The new world

I have sat back and watched the events of the last few months unfold. They have been difficult times for many, adapting to new ways of working, not working at all, or having to balance the job of home schooling and working at the same time, to name a few.

I have been fortunate to have worked flexibly for many years, understanding the challenges of remote working, relying on technology, ensuring my working from home environment was conducive to long hours and ergonomically supportive. Even the small things such as being on camera early in the morning, or late at night to ensure you can speak with your colleagues at a time that can fit with both your timetables. Meeting and managing new colleagues who you may never get to meet in person. For many this is new and challenging.

Maybe this is the revolution we have been waiting for from organisations who have resisted. It will be interesting to see which companies come out of the Covid crisis with a new perspective on flexible working. Some organisations are progressive, others have found it hard to adapt. My hope that that flexible working will be an accessible option for all once this crisis is over but also understanding that it doesn’t work for everyone.

For those who have struggled with isolation and no dedicated workspace there needs to be support as workplaces spring back in to action, it may not be as simple as flicking a switch. People may have lost loved ones, not been able to attend a funeral and had to deal with multiple people in the house unwell at once. Some may take time to recover fully from the virus itself. It feels like the world is slowing starting to wake up after the lockdown, for some it may have felt that the lockdown brought more work and more pressure.

So, what changes do we expect to see in the next few months? Some companies will not survive, other companies will become leaner, some will thrive. Creativity flourishes in adversity, so expect to see some new, innovative companies, adapting to the speed of change.

This brings more focus on the total reward package. Bonus pools and pay changes are going to be affected, potentially an impact on health costs globally. There needs to be a sharper focus on wellness, keeping your employees engaged and motivated during times of duress and, of course, during the recovery. This phase is often forgotten and how employers respond is so important. Total reward includes the environment you work in, who you work for, what you do, not just pay and benefits. These are going to be important as we recover, physically and emotionally both on a corporate and individual level.

Hopefully employers will look at not just the people costs but actually use this as an opportunity to invest in people, such as ensuring employees are set up to work from home potentially longer term versus providing office space, for those who need it. Developing managers who still support presenteeism. Creating safe workspaces for those who want, or need, to return to the workplace as this could be daunting for many. These changes are built on trust and confidence in someone’s ability to do their job and the ability of managers to have the conversations to get the best out of their people. It has been proven that so many jobs can be remote, enabling parents, carers and all employees in managing their lives. Let’s not take a step backwards but use what we have learned to take positive steps forward.

It is now down to leaders need to set a clear plan for recovery, spend time communicating the good and the bad news, openly and honestly. Strong leaders will shine brightly. Recovery will come, pay rises will return, bonus pools will fund, it will happen, but it will take time. However, this time we will return with a new understanding and a new respect of the world.

Stay safe everyone.