How HR Teams Must Plan Workforces, Even After COVID?

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If the pandemic has taught HR anything, it is the lesson of not waiting – for anything. Companies who gave a pass to the pandemic and were late in transforming digitally were struck by massive losses. Modern and global companies who already understood the need of DX were early bloomers. Empowering a dispersed workforce not only ensured business continuity, it established the grounds for workforces in the long run. Now the elephant in the room is, “how should companies plan workforces, even after COVID?”

The first strategy during the COVID-19 pandemic was creating a response strategy that emphasizes empathy, safety, and staying true to the promise. Having that achieved, the next important task is to plan workforces, even after COVID. What are the strategies you should keep? What you need to let go? Should you foster a culture of dispersed workforce? 

Now is the time for HR leaders to understand priorities and create workforce strategies that will help the company thrive – even during tough times.

ALSO READ: HR Lessons We All Need to Learn From “The Office” Web Series

Workforce strategies, post the COVID phase

We believe that workforce strategies post the COVID phase needs to be orchestrated around 5 Cs: Communication, Connection, Culture, Collaboration, and Consideration. Laying the foundation of these five tactics right now will help you create a strong and impregnable workforce for your organization. 


HRs need to invent novel ways of work-related communication that will be immune to new situations. The bonding employees used to create around the office’s water cooler need to be recreated, but on a video call. Every new member joining the company during a crisis-like situation must feel the same connection as someone joining during normal times. 


Gartner’s 2020 ReimagineHR Employee Survey of 5000 employees revealed that only 36% of employees were high performers in a typical work scenario. However, this moved to 55% when employees were given the choice of when, where, and how they worked. HRs must invest around areas that will keep employees connected, involved, and happier at their jobs.


HR teams must foster a culture of learning and development – and urge department managers to push for the same. An organization’s culture that prioritizes learning always succeeds. 


Figure out modern tools of collaboration that keep different teams connected without worrying about issues like security. Today, various agencies are coming up with interesting collaboration ideas and tools that help you grow in the new normal. Use such tools that keep your teams engaged and collaborative, irrespective of working at office or remote locations.


A payment or a reward for new ideas or brilliant suggestions has become a thing of the new normal. Recognitions are no longer related to massive achievements only. HR leaders need to understand this and recognize employees for even smaller milestones and accomplishments. This way of celebrating success – even when the team is remote again in the future – will help feel employees more connected to the company.



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