Work Trends Expected Post COVID-19

Work Trends Expected Post COVID-19

The coronavirus pandemic has drastically changed the way of working in almost all companies. The effect is so powerful that it is expected to have a lasting impact. The HR leaders have to evaluate the impact of trends on business operations and strategic goals. No doubt, it is very difficult to make predictions about the future, the data related to the impact of the pandemic on work patterns has given some clues. 

1- Increase in remote working 

Gartner’s analysis shows that 48% of the employees will prefer working remotely even after the COVID-19 as compared to 30% of the employees. Likewise, 74% of the CFOs plan to increase remote work in their organizations. Employees will need to collaborate digitally to carry out their activities during remote work. 

2- Contingent worker expansion

Gartner’s survey has shown that organizations will continue to expand their use of contingent workers to maintain more flexibility in workforce management after COVID-19. Organizations are likely to introduce other job models like 80% pay for 80% work that they have observed during pandemic.

3- Expanded employer role as a social safety net

Employers will prefer paying more attention to the lives of their employees by focusing on mental health support, health care coverage, and providing financial health support during and after the pandemic. 

4- Expand data collection

Organizations have increased the tracking of employees since the workforce has become remote. According to Gartner’s analysis, 16% of the companies are using check-in and out, emails, internal messages/chats, and computer usage for employee tracking. Even before the pandemic, companies were adopting such technologies but after the remote work trend due to COVID-19 the tracking of employees has increased immensely. 

5- Separation of critical skills and roles 

Leaders are redefining the meaning of critical in jobs: employees in critical strategic roles, employees in critical workflow roles, and employees with critical skills. According to the Director in Gartner, Emily Rose McRae “Separating critical skills from critical roles shifts the focus to coaching employees to develop skills that potentially open multiple avenues for them, rather than focusing on preparing for a specific next role,” 

6- Emergence of new top-tier employers 

Even before the pandemic, organizations were facing high demand from employees for transparency. It is more expected that employees and prospective candidates will now judge organizations by the way they treated employees during the pandemic. Balance the decision made today, as they are going to have a long-term impact on the employment brand. 

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