The Workplace has Evolved

Time to consider, post pandemic, what the workforce of your organization is going to look like, and the impact of those decisions. Here are factors to consider when examining how your workforce has evolved.

  • Talent can now be found nationally versus locally – often at various compensation ranges.
  • Customers and clients have become accustomed to and comfortable with virtual interaction and engagement.
  • New skills are necessary to work effectively remotely.
  • New skills are necessary to manage remote workers.
  • Technology has quickly adapted to provide collaboration and performance management capabilities.
  • Workers are empowered, have autonomy, and often control their day.
  • Access to systems, data, information, and security roles changed.

The Downside and Exposure

With this evolving remote workforce comes risks, challenges, and liabilities leaders must recognize and address if they are to achieve continued and more importantly sustainable success. Consider the following.

  • The hiring process needs to be more effective, efficient, recognize compliance obligations, and hiring teams may lack the training to be successful in a virtual world.
  • Compensation risks have been identified due to hiring practices when the workforce is remote. A potential failure to understand state regulations versus only federal or headquarters compensation regulations.
  • Often little to no oversight of customer and client interaction with staff, making supervision and oversight a problem and a decline in customer satisfaction is probable.
  • Not all remote workers are well trained. They may not be well disciplined in managing their time, and productivity and performance declines.
  • People leaders prior to the pandemic already struggled to manage employee performance, and with the workforce remote this activity becomes a greater challenge and risk to the business as corrective action and separations are critically impacted.
  • Not all people effectively adopt new technology and processes, and poor or late adopters are negatively impacted resulting in disengagement, poor morale, retention issues, and failed performance – THIS INCLUDES DATA SECURITY.
  • A workforce that includes non-exempt staff suddenly became remote and a tremendous risk when people leaders are not trained on Fair Labor Standards Act regulations for minimum wage and overtime.
  • Data privacy and protection exposes the business to serious risk and liability.

HR Strategies for Success

Time for action! Understand the change, understand the risks, and then develop a strategy to align with the goals of your organization in remaining remote or changing to hybrid or fully back in the office. If you opt to remain remote in any manner, consider the following strategies you should implement to be successful.

  • Perform a comprehensive job analysis and update job descriptions to improve talent acquisition and talent management for training and development. This should also impact compensation practices.
  • Conduct a cost benefit analysis of requiring staff to return to the “office” even if hybrid. You may be surprised at the results.
  • Be sure to consider overhead, client/customer engagement and satisfaction, employee concerns and willingness when it is obviously proven they can work from home. Also consider changes required to systems, processes, and practices, employee cost of time and money to travel to the office, and more.
  • Provide continuous training on systems and processes to workforce, and extensive people leadership training to all people leaders for both functional effectiveness and employment practice compliance.
  • Update and enhance your human resource and operational SOPs and policies to document, communicate, train, and then hold accountable the workforce.
  • Implement and model effective management, collaboration, and engagement of people through staff meetings, all hands meetings, one-on-ones, and more. Be consistent.
  • Leadership must model the desired culture and behaviors to support core values and provide people leaders the tools to succeed with their respective staff.
  • Recognize the health and well being of your workforce, from a morale and productivity perspective however also from a mental health perspective. There is an elevated awareness of mental health risks and impact to a workforce, and neglecting this can be disastrous.

Regardless of your current and future desired state of the workforce from a location perspective, these risks, challenges, and strategies are critical and have effective practical and sustainable application to achieve your goals. To learn more contact me through our firm TAHR Services Inc where we can conduct a discovery call to explore where you are and where you want to be, then help you get there! Call today 800-875-8609.

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