In a short span of time, COVID has affected all the business and humankind in a lot of different ways which we couldn’t even imagine. It has affected the global economy and forced many to sit back at home and work.
Above all, it also brings opportunities for some organization departments. The HR department is one of those departments which can leverage this situation.
While industries are coping up with this situation, struggling to survive the pandemic in both – corporates and nations, the main issue is getting exposed to a viz. leadership gap, or in most instances it is absent.
We have to accept that it is a shock for some, the headlines are crammed with sentiment heralding a ‘new normal’ for the 21st century.
Things have changed
Now it’s the time to accept the reality that the context has changed, whether it’s little but especially the area which matters the most- LEADERSHIP.
Except for the shift of working from office to home, the infrastructure of work and leadership has not changed at all. The timeframe of 9-5 working days is still there. Apart from the commute, the majority of senior employees still have expectations that every team member will be there ‘online’ during the working hours. The new trend for ‘remote working’ is increasing. The motive of ‘presence and ‘place’ is still there.
Business requires a people-centric approach
Everyone is in a race for business success. But it can’t be won by focusing only on the share price, profits, competition, or over-obsessing on detail. Rather it can be won by focusing on your team member. A trained and skilled workforce is key to business success. It is possible by giving them the high value with autonomy and permission to define the work themselves.
Nowadays these progressive organizations are increasing in number but they are still labeled as outliers or unique cases that cannot be replicated in a traditional organization. Which is absolutely not true.
It is leadership that creates a huge opportunity for the HR professions in a short span of time.
The new mandate for HR
There is a no bigger group in an organization who can take over with the future work, where leadership needs to evolve rather than the HR team. Senior HR professionals can step up and take the opportunity and can be an ally of this new dynamic and a skilled leader can help and train their team through this challenging period.
The HR functions are more critical and perpetual according to the instructions approved by leaders to be more commercial. They have to be narrated to focus on the number, proving ROI, finding evidence, and adding value to grab a seat in the board of directors.
HR has always treated to manage resources for the organization that’s it. As every business focuses on those departments which are revenue-generating, in spite of focusing on the most significant part of the organization.
CEO’s should check the reality
So, in closing, we are gonna discuss the basic and risk proof points here. If the CEOs of the organization are wondering why their organization is not performing well, why there is an engagement issue, or why the organization is not diverse as it should be, then they have to look for the root cause of it.
If they can’t check it, if they can’t check or the reasons for what progressive leaders follow, then they are not great leaders. They are just doing their job and can’t handle the triage.
Time for HR Leaders to Stand Up
Not only for senior HR Leaders but for every HR representative should stand up and be counted. Our existing people love the traditional way of work but they need to be tough here. They need to hold a mirror to their senior leaders and stand in the pushback and denial is the best thing you can do.
If you can’t hold up the mirror and be confident to adult-oriented, people-centric, outcome-focused, inclusive, and autonomous people then it’s time to leave the profession.