Change is rarely easy and often essential. As your company evolves and the HR technology that once supported your workforce starts creaking under its weight, adopting new tools often becomes a necessity—but that doesn’t mean your workforce has to like it. Developing a thorough HR change management plan can help smooth the transition, of course, but even the best-laid plans can start to fall apart when the ship hits an unexpected iceberg.
When experts speculated back in January what the biggest HR trends would be this year, few could have predicted how radically the face of work would change just a few months later. The coronavirus has altered the course of HR radically and, perhaps, permanently. There are few silver linings to the pandemic, but some of these changes may be for the better. Many employers are re-examining their relationships with employees through an increasingly empathetic lens. And many HR leaders are embracing the idea of building greater agility and flexibility into their policies and plans. As you start to think about what the future looks like for your HR team, here are a few HR trends that have been upended by COVID-19—and a few that have been accelerated.
Over the past few months, as the job market has evolved and we’ve adapted to new ways of working, the importance of a growth mindset—the belief that one’s talents can be consistently developed and expanded—has come into even clearer focus. While this mindset is critical during periods of fluctuation, it will remain a major strategic advantage once things get back to normal. But in order to cultivate it in your workforce, HR has to lead the way.
Today’s consumer experiences allow audiences to deeply personalize what they consume and how they consume it. Subscribers can change their Netflix avatars and customize their Watch List in a click, thus informing future movie and show suggestions to fit their preferences. People can create cartoon versions of themselves, Memojis, on their iPhones to personalize messages.
By now, you’ve probably seen the statistics about the link between diversity and business performance. One 2018 study found that companies with above-average diversity on their management teams report innovation revenue that is 19 percentage points higher than that of companies with below-average leadership diversity. And 2017 research shows that decisions made and executed by diverse teams deliver 60% better results.
If your office-based employees recently transitioned to working from home, now may be the perfect time to take a second look at the security tips included in your remote work policy. Not sure where to start? Sharing these best practices with your employees can help to make sure everyone is following the same standards, no matter where they work. Consider adding the three suggestions below to your policy (be sure to talk it over with your security team, first).
As Intel CEO Bob Swan recently wrote in a letter to customers, “We are witnessing what will surely be remembered as a historic deployment of remote work and digital access to services across every domain.” He’s right: virtually overnight, countless businesses were forced to adapt to a remote world in response to coronavirus—condensing what would typically be a multi-year digital transformation plan into days or weeks. But those with digitally dextrous employees had a head start.