Ever since the Coronavirus outbreak, businesses around the world have fallen off the cliff. The sudden nature of the crisis presents new challenges that have disrupted the way we live and work.
2020 has taken a toll on all our lives. The unprecedented loss of revenues, furloughs, layoffs, and pay cuts is what we all keep hearing. We’re already mid-way through the year, businesses are yet to figure a way out to cover the losses. But hope isn’t dimmed yet, HR leaders are on the frontlines fighting their way back under new strategies. Let us briefly discuss how the human resource industry has started managing these changes.
Leadership roles will remain critical in 2021 just as it is today, however, we can start presenting these challenges and build opportunities to strategize a better year. As human beings, we’re resilient and we’re slowly picking up pace. All we need to do is to build new innovative ways of getting back to the new normal.
Commencement startswithvalues
Corporate values played a significant role in strategizing action plans and responses before the pandemic hit. In the same manner, whatever strategy and action plan human resource leaders make will definitely predict the outcome in the coming year, 2021.
Irrespective of whatever the company’s value lies in, the below four are the major key traits you’ll be needing to get back into making your business a success.
- Agile – in times like these, organizations need to be willing to adapt to changes. Being agile simply means, to be able to implement changes when there’s a shift such as economic, social, or cultural. Being HR leaders of an organization, who else could explain better about agility and what it means to the company. Following agility can help combat the risks of overstepping responsibilities and stay prepared for any risks that are yet to happen in 2021.
- Resilient – companies need to be resilient now more than ever as professionals and leaders to go through with the present challenges. Practicing resilience can prep up companies to stay alert and stay ready for whatever may befall. This includes resources for mental health for employees and training for employees so that working amid pandemic.
- Being dynamic – companies that strictly follow dynamism are bound to stay committed to the ongoing activity and progress. The company should not stay under pressure or undergo any type of cultural unrest. However, if the company can stay dynamic while responding to the customers, situations, and employees, it can get through any type of situation. A company that shows active and dynamic workers prove it by delivering positive results even under grave situations or pressure. Organizations need to move forward and start rethinking about how they can adjust their goals and make a paradigm shift for the upcoming year. It is time for all organizations to identify challenges, adjust the action plans, build new business strategies share it with the company employees, then make the transition.
- High emotional intelligence (EQ)
Though the hype over this word is true. A leader or an HR professional who tend to possess high emotional intelligence have reaped benefits. Professionals with high EQ recognize, understand, and then empathizes with others to further transform these emotions into actions. It is likely possible to say that even if the pandemic is over, employees still need to have conscientious responses. An organization can only respond better and efficiently by having human resource leaders and professionals with a high level of EQ.
Seek the right talent
Hiring the wrong talent can be a huge disadvantage for the organization. Therefore, they need to be extra vigilant while making their hire for 2021. If the vice versa happens, the organization might undergo the challenge in understanding who the talent is and how they need to support them. Moreover, if businesses are looking to rebound at a faster pace, a hard push may be needed from the leaders. Employees can get through new and even high-pressure work environment to deliver results, you just need to make the right hire. Having candidates with high EQ and who are resilient, dynamic, and agile could be an added advantage to the organization.
Besides making the right hire, a human resource leader plays a significant role in supporting the company’s workforce as employees come out from the aftershock of the COVID-19 crisis. Close attention needs to be given to support mental health and flexible work timings.
How ready are you for the post-pandemic era?
The past months have been a period no one has witnessed earlier. While we’re trying to settle in the new reality of the working environment, we also need to remain agile. Leaders need to start strategizing action plans from now itself to prepare for 2021.