How HR can revolutionize strategies post Covid-19

HR has been thrown into the deep end during this crisis. For the lucky HR leaders, it's about navigating the difficulties of home working;
 
BUR DUBAI, UAE - Sept. 29, 2020 - PRLog -- Our ways of working will be irreversibly changed because of coronavirus, says Dean Corbett, so people professionals need to pool their knowledge to decide best practice.

HR has been thrown into the deep end during this crisis. For the lucky HR leaders, it's about navigating the difficulties of home working; for some, there has been the agonizing task of communicating redundancies. Nonetheless, the saying goes that fire tests gold, and from the fire of this crisis perhaps HR professionals can extract some brilliant new practices and ways of working to take us into the future.

The exact shape of these new practices is most likely to be found by pooling our knowledge, resources and experience to test theories, from which we can develop new processes appropriate to our contexts. After speaking to experts from across the field about their strategies for this 'new normal', there were some common themes that came across from everyone:

Living in the office
One of the biggest challenges has been the adjustment to working from home. Despite the hype, many people are finding it difficult, especially those with children, those whose partners are also trying to work from home and those in house shares. Many of us feel that rather than working from our homes, we are living in our offices, created both by our environments and an 'always on' culture that has worsened as managers feel they have less oversight of what their teams are doing.

Other people have described finding melding their work and home personas challenging, managing with children who may simultaneously need to be homeschooled. Switching between our work and home personalities can be a mental challenge too. To counter all these problems, we need a switch in perspective, from a focus on input and time at a desk, to output. This will help to counter a presentism problem: as long as the work is done on time, that's all that matters. It's also our responsibility as HR professionals to intervene to make sure managers know that this is the best approach and how to make it work, as well as to ensure that the human needs of our colleagues are being fulfilled.

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