The past twelve months have for most been the toughest of recent times. Settled and successful organisations have been forced to change and adapt, whether its moving on site workforces to remote, making key hiring decisions based on a video call or re structuring their business to react to changing market conditions. Over the past month or so I have had many "have a nice Christmas" and "happy new year" conversations and there is no doubt that we are all looking forward to a more normal year, however is "returning to normality" realistic? I think in some ways yes, but in many ways we need to be ready for the new normal.
2020 gave so many of us a chance to step back and a chance to look at the bigger picture, to step back reaffirm what we are trying to achieve and if needed, the space to press the reset button and ensure we are progressing in the best possible way. That is the challenge facing HR leaders over next few months, as they consider the changes made over the past twelve months and which of those changes has added value.
It is more important than ever that leadership teams remain agile as we move into 2021, looking at the changes made over the past year and comparing them to your organisations objectives as we transition out of the pandemic - many leaders are finding that many of the changes made actually are here for the long term. But rather than looking at specific changes that have been or are to be made, my advice would be to remain agile and flexible to making changes that impact your organisation. The most successful companies are the ones that have been able to adapt to changing market conditions and capitalise, this was one of the biggest lessons learnt last year.
A new test awaits HR teams in 2021. Leaders will be tasked with holding their organizations accountable to greater diversity and inclusion (D&I) efforts. At the same time, many challenges remain in keeping employees engaged and their well-being high in both remote and hybrid workplaces.