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3 Aspects Of A Post-Pandemic Workplace

Change comes with a lot of uncertainties and fears. In every aspect of life. But change is part of improvement and growth.
As we are faced with change in the global workforce, it makes sense to consider the following 3 aspects to stay competitive with post-pandemic hiring and doing business:


1. Change Means Progress

Whenever change happens, there is potential. It can only happen if we say “no” to something we are used to in order to say “yes” to something else unknown. This is the scary part of big-scale changes.

It’s not new that COVID-19 forced a change upon us. But it’s important to note that it was not only for the bad but for the good.
The trend of transforming daily work practices into something that had been forever in discussion was truly accelerated:

Companies that thought they would never be able to provide flexible ways of work and implement home office policies are now agreeing that it is possible; to give room for personal schedules and still getting the output needed – without the physical presence of employees.

Technology continuously changes and with it, the usage.
Modern, remote work sometimes requires an investment into infrastructure, upskilling or reskilling to make use of technology and tools to create an autonomous work environment for various industries.

With regards to post-pandemic, hiring statistics foresee that recruiting dynamics are moving more towards experience and hard skills, rather than education.
Increased hiring will take place in technology, digital learning and agile working aside from the health and safety industry.


2. Connection In Times of Changes

Many workers feel disconnected after their work routine turned to remote operations only.
They have experienced isolation, demotivation, and a lack of clarity.
For leaders and managers, it is the primary task to be there for team members in times of change and increasingly fosters the quality of one-on-one and group meetings, instead of the quantity.
They have to get a feeling for people’s individual approaches and then balance connection and productivity with clarity and delegation.

Although most workers prefer to work from home, we have to differentiate between the preferences of fully remote (65%) and hybrid (31%) environments in the post-pandemic workplace shift.
What is important to establish and maintain is a clear communication strategy, especially when people are not sharing an office and infrastructure.
And why not offer the possibility to connect with individual convenience by implementing a flexible and hybrid work model to cater to all preferences regarding communication, interaction, and engagement?

This way companies can take care of their teams and mental health by adapting their policies to what people individually need.


3. Diversity And Inclusion

These two terms became a benchmark of successful culture and behaviour within the last few years.
The pandemic has forced companies to review their values when it comes to diversity and inclusion. Since workplaces shifted from on-site to people’s personal space, there is a variety of factors coming into play that influence the way how people work.

The lack of a shared space and social interaction requires the employee to be more self-determined in how they work, think and how they perform their job duties.
If companies did not value the diversity in culture, perspectives and minds collaborating in a team in order to properly delegate and achieve business goals, then now is the time.

The fundamental power of combined skills, minds, thoughts, and different cultures will be amplified all over the global workforce as competitors are moving their recruitment strategies more and more towards borderless hiring.

“Inclusion is connection and activating diversity.” (Timothy Clark, LeaderFactor)

Be prepared for ongoing change in the work environment with regard to the dynamics of decision-making processes, diversity, inclusion and the need for psychological safety that comes with the new world of work.


>> How have you prepared for post-pandemic operations with your company?
I am curious to hear about it!



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