4 Ways Coronavirus will Change the Future of Work

4 Ways the Coronavirus Pandemic will Change the Future of Work
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The altering side effects of the coronavirus pandemic has put forth many parts of the society on its feet. At one glance, our day-to-day lives have exponentially shifted from being the norm to now an exception.

As the pandemic crisis continues, some of the changes will have a long-lasting effect—especially on how we work. The recent Global Workplace Analytics survey projects that 30 percent of the entire workforce will work from home at least two times a week.

Remote work has been an optimal tool for business continuity even before the pandemic hit. However, the rapid transition has sprouted a crisis for some leaders, although eventually, both the employers and employees have raked its benefit.

Now that businesses are gradually resuming operations, leaders and people managers are doubling their efforts in revamping their policies and procedures.

The face of the new normal will revolve around the stringent observance of social distancing, contactless office, distributed workforce, mandatory health screening, and digitized operations.

Our workplace will never be the same. Hence, we have listed these four core areas to navigate you on the possible changes in the future of work: 

4 Ways Coronavirus will Change the Future of Work
Recruitment

1. Recruitment

The disruption caused by the deadly coronavirus has left millions of Filipinos unemployed. While recruitment can be a rare opportunity at this time, some industries are still thriving, and candidates are taking a big leap in search of more stable roles.

In the latest Jobstreet data, those in the field of customer service, health care, and education are currently booming in the labor market.

And with the rapid adoption of technology, the future of hiring will head towards digital. It means that recruiters and HR managers have to redesign their existing pipeline and find new sourcing channels moving forward.

The use of AI technology to sift aspiring candidates will now be a trend, and interviews, as well as onboarding, will be done virtually. Skill-based hiring will also surge as companies begin to hire candidates depending on the scant expertise instead of focusing on their educational pedigree. 

Listen to Podcast here: Talent Acquisition During COVID-19 with Darwin Rivers

Workplace Structure

2. Workplace Structure

Ever since businesses shifted to virtual operations, leaders have initially struggled with how to make the transition smooth for their employees. Now that most of the people are getting accustomed to the set-up, corporate flexibility will become a normative feature of work.

In its recent poll, Gartner projects that 74% of the organizations will have work-from-home a staple requirement for their employees. It could mean that in the coming months, employees will have the freedom to work off-site, resulting in distributed offices or rotating days.

Furthermore, the adoption of remote work will modify how employees’ productivity is measured. The absence of face-to-face communication has paved the way for more autonomous management and results-driven performances (e.g. deliverables, learnings, and reports). 

Project management tools and video conferencing platforms will also play a central role. Teams will rely on the use of channels such as Slack, Zoom, and Google Meet to further establish transparency and collaboration, which is to persist even after the end of the coronavirus crisis.

Read: 5 Ways to Keep Remote Team Productive During the Pandemic

Career Development

3. Career Development 

Fostering a culture of growth is proven to be a key enabler of employee engagement. However, the digital-wide switch brought about by the pandemic is drastically changing the learning landscape for employees. And although traditional in-person coaching will stay, virtualized learning will take over. 

E-learning, including online workshops and webinars, will become the primary mode of skills development. The marketing research firm Research and Markets predicts that e-learning will triple in figure (approximately Php 16 trillion) by 2025.

As talent shortages become more prevalent, having flexible and agile employees can be a strategic and cost-effective move. Thus, organizations are looking forward to reskilling their workforce. It means that employees will undergo training to take on an unfamiliar role to fill whatever the gap in business operations. 

Related Article: How to Effectively Engage Millennials in the Workplace

Employee Well-being

4. Employee Well-being

The everyday grips of the coronavirus pandemic have taken a toll on everyone’s mental health. Further intensified by the rapid shift to remote working, the isolation and anxiety have become the culprits behind decreased employee productivity.

In the recent poll of the mental health provider Ginger, 88% of workers reported moderate to extreme stress during the pandemic, which puts mental health on the limelight. Leaders and people managers will now broaden their focus on the emotional well-being of their employees in the coming years.

Putting this into action, organizations will start to include emotional and mental health programs, such as free counseling sessions, free therapy sessions, and expanded sick leaves to the list of employee benefits.

Watch Free Webinar here: How to Manage the Mental Health of Your Teams

Adapting to the new normal is not as easy as it seems. But looking into the silver lining, all the dramatic changes have brought the digital nomads in us; and have made us value human interactions more than ever. And while the pandemic dims the future of work, it could still mean one thing for business organizations: an opportunity for innovation.

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