Looking ahead in the new normal
According to a survey conducted by the CBS, only 8% of business service providers indicate that there has been no decrease in demand for their own services due to the COVID-19 crisis. This tension is being felt by employers, employees, and job seekers alike. With (new) personal challenges, what used to be considered normal is increasingly being perceived as abnormal. It is high time to examine policies regarding engagement!
1. Starters; brand new or minor scratches?
With 92% of service providers experiencing some degree of contraction, there is a large pool of motivated job seekers available. On the other hand, the psychological impact of unemployment is greater than ever before. This impact can continue to affect employees’ self-confidence for up to 5 years after a period of unemployment, even prior to the COVID-19 crisis. While you would naturally expect to make a good first impression, there lies the danger of missing out on a good match: The most engaged employees generally experience unemployment more heavily, but a sign of trust can make a significant difference. The flexibility of online platforms offers new opportunities in this regard. Therefore, take a critical look at the recruitment process and desired core values from this perspective, and aim for not just the first impression, but the best one!
2. Frustration; elusive or simply fundamental?
With significantly fewer moments of contact than before, remote workers often feel hesitant to address small frustrations: Managing who gets to use the iPad among your children during your workday is not something you typically schedule as an employee. Where has the space for this gone now that distractions are no longer visible? It is not abnormal for even the most basic frustrations to deserve attention! Therefore, as management, continuously offer a listening ear and keep it accessible. This way, you stay in touch with your employees’ needs, and they feel heard. Even from a distance, providing a space for venting helps keep your organization healthy!
3. Sometimes ‘sacred cows’ hinder workplace enjoyment
Fortunately, the statistics from the CBS also show some positive developments. Remote workers experience increased flexibility and, in some cases, a better work-life balance. Employees are embracing the opportunities of the new normal by adapting to change. This results in greater job satisfaction and resilience. However, it requires a non-dogmatic approach from management, which essentially means reevaluating conditioned work practices. In simpler terms, it means innovation! Foster self-organization and flexibility, for example, by scheduling mandatory calls earlier in the day. Create a schedule for one-on-one meetings between colleagues who would not normally interact, or replace the traditional Friday evening drinks with an online pub quiz for teams to participate in! Despite all the necessary changes, you do have room to navigate and find a healthy balance together with your teams.
4. Let appreciation be expressed
With significantly fewer points of contact than before, remote workers quickly feel reluctant to discuss small frustrations: Managing which of the children gets to use the iPad during your workday is not something you typically schedule as an employee. Where has the space for this gone now that distractions are no longer visible? It is not abnormal for even the most basic frustrations to deserve attention! Therefore, as management, continuously offer a listening ear and keep it approachable. This way, you keep your finger on the pulse and employees feel heard. Even from a distance, providing a space for venting helps keep your organization healthy!
Returning to the way things used to be is certainly something we desire, but by fixating on that, you may miss out on a period where beautiful things can also emerge. Therefore, in this busy and uncertain time, don’t miss out on opportunities and innovate as you have done in the past!
