Editor’s Note: As we completed a challenging and unique year and entered a new one, the Training Industry editorial board asked training leaders to write their reflections on 2020 and projections for 2021. This is a series of “What has changed and what has not?” : Summing up the results of 2020 and planning for 2021, ”is the result. Also, don’t miss our infographics, “5 tips on how to turn the riots of 2020 in the direction of 2021: understanding from learning leaders”, who shares thoughts from the series.
Due to the acceleration of the COVID-19 pandemic and the changing perception of working from home, eight out of 10 business leaders plan to allow employers to work remotely, at least some time after the pandemic. Last year, executives learned that the future of work will be determined not by the physical office, but nimble organizations that can strategically change internal and external processes to increase productivity and reduce costs.
As the company’s thinking and dynamics continue to change, expectations, expectations and predictions about the future of the work are formed. How will these changes shake the workforce culture and other growing demands? What changes in the workplace will the new year bring when companies enter 2021? Let’s see what has changed as a result of COVID-19 and what hasn’t.
What has changed?
Human resources takes the initiative and sets the tone
The Human Resources (HR) function has taken the initiative in managing the pandemic from an organizational point of view, as new rules governing workplace safety, compensation and recreation have come into force. HR professionals quickly needed to learn how to store medical information privately by measuring employees ’temperatures and treating their workplaces after they gave a positive result on COVID. They learned to properly pay employees when they took sick leave or due to school closures.
This crisis has led to the fact that HR is needed to maintain rules that are constantly changing. Hopefully, business leaders now understand how important it is to have qualified and experienced HR professionals.
The workplace is adapting to a new way of learning and learning
2020 remains a challenging time for executives looking to train new employees and veterans of advanced training teams. fortunately the use of digital tools and learning platforms has increased significantly in all segments of the workforce, from front-line workers to managers and top executives.
Unfortunately, new employees often have to learn the ropes from a “living” person, and some workers struggle with technology. Due to the fact that the mandates for meetings and protocols change as the number of COVID-19 cases increases, companies cannot afford to stop important on-the-job training, even if they are working at the same time to put employee safety first. Thus, adaptation is undoubtedly a trend that employers and managers will continue to be guided by as the future of work continues to unfold.
The new year brings new roles
I predict that because of what we experienced during the pandemic, two new roles will emerge in the workplace. Employee interaction managers could ensure that home and on-site workers have everything they need to perform, and change managers can predict, plan and manage change, intentional or unexpected, but necessary because of things like global pandemics.
Also, as more baby boomers retire and Generation Z goes into the workforce, organizations need to create more specific mentoring programs so knowledge can be intentionally transferred from one group to another.
Older workers refuse
Because working from home often requires employees to have technological skills, some older workers are giving up the workforce. In addition to providing the necessary resources, the key to conserving them must be empathic. Giving them grace and compassion can inspire employees to stay on board when it’s hard.
What hasn’t changed?
Emotional intelligence is crucial
Deadline “emotional intelligence” (EQ) usually means being able to understand what you are feeling and why, manage your emotions and empathize with others. Not surprisingly, executives who develop their EQ tend to get better results from their employees. Because many teams are relocated, people’s interactions are limited, and people tend to be stressed, the pandemic has thrown the need to develop an equalizer into congestion. Emotional intelligence should be the focus of leadership training in 2021.
On-site training will continue
While online training has its benefits, countless hours spent in front of a computer and in meetings at Zoom have demonstrated to many employers and employees that personal training is preferable. Online training is often cheaper than having a coach on site; however, it is also often less effective. So the cost of personal training is usually worth it. I predict that many employers will return to this format because of screen fatigue many employees have experienced over the past year.
The workplace as we know it will never be the same – which is not necessarily a bad thing. We are much more aware of the need to ensure the safety and communication of employees, we are more creative than we thought, and we have learned that people and organizations that can adapt can survive. We will take these lessons in 2021, and thanks to them we will become better.