POST-COVID WORK TRENDS

After the response and recovery phases, the next step for organisations — for HR — is to decide when to ‘re-set’ their businesses, and create their new operating models. And there are five trends for them to consider.

REMOTE WORK WILL INCREASE

Although many organisations managed with 100% remote-working during 2020, research suggests that 48% of employees will work remotely after the pandemic, compared to 30% pre-pandemic.

THE GIG ECONOMY WILL CONTINUE TO GROW

Companies will expand their contingent worker population to ensue they have greater flexibility whilst minimising their fixed-costs. Employers will expand their gig worker population to enable more flexibility of workforce management, both for cost savings and to address temporary absences due to illness or caregiving.

ROLES BECOME MORE IMPORTANT THAN SKILLS

OK, an exaggeration, but criticality will move from specific skills that were seen to be essential, to roles that are seen as critical to key workflows. Perhaps this could be better framed as an understanding and differentiation between critical skills and critical roles.

EMPLOYEES WILL RE-EVALUATE YOUR EVP

As the situation return towards a normalcy approaching the past, the most common question that candidates will have is “how did you treat your workforce during the period of the virus?” And almost as important, “how will you treat them post-pandemic.”

RESILIENCE WILL TRUMP EFFICIENCY

Companies have become more and more focused on becoming lean — and if COVID has taught them anything, it is the fragility of such an approach. Carrying a few extra bodies is worth the cost when the unexpected happens.