Tackling 2020 Challenges in 2021

 

Every new year gives leaders the opportunity to reset and look forward. What did we learn last year that will shape this new year? This year the question will be: What did the pandemic teach us, and what do we need to change?

Everyone who worked in an office went home in 2020, dramatically changing how work was accomplished. Leaders collectively realized that remote workers are productive, and the nature of the workplace and the workforce can and should change. Expect 2021 to bring more flexibility: flexible space and flexible schedules. Forget occasional telecommuting. Some fashion of remote work is here to stay.

Eliminating specific geographic places as absolute workplaces removes a barrier to talent acquisition. With location no longer a hindering factor, workers may choose to relocate elsewhere. For organizations, removing specific geographic places, much wider and diverse talent pools become available. Of course, this opens challenges in employee compensation. Should salaries be cut if employees choose to move to, or are recruited from, less expensive places? Do we provide remote employees home office allowances since they cannot take advantage of on-site perks?

Then there are the challenges of managing a workforce that is remote, whether that means people who are never in the office, or those who are in the office on a limited basis. One example of a challenge: the pandemic experience has been a very individual one for each employee. Managers will need to sharpen their listening skills to understand the needs of each team member.

The workspace, for organizations where workers will still come together regularly or occasionally, will also undergo change. A greater emphasis will be on health and safety: sanitation stations, social distancing, and personal protective equipment. Expect to see a reduced use of common areas, such as kitchens (yes, no more smelly leftovers in the communal fridge) and recreational areas, if they continue to exist at all. One thing the pandemic taught everyone is the importance of mental health, and organizations will likely assign this a greater priority. Other likely operational changes are reductions in business travel and more virtual meetings and conferences. 

If there was any winner in 2020, it was technology. Everyone struggled to learn collaborative tools and how to be effective over video platforms. Many workers struggled with unstable Internet connections, and these networks were, at times, overloaded. One challenge for leaders will be reskilling the workforce so they can work effectively with new technology. Another is managing the privacy of workers in their homes. During work-from-home pandemic restrictions, the constraints of household space and responsibilities were often in full view of coworkers. Finally, reimagining where and how work is performed requires that all workers, such as field and service workers, customer service, or general staff, have access to the technology they need.

The 2020 pandemic also brought to light many issues we face as a society—issues that impact organizations. These include the need for income stability, paid sick leave, and paid family leave, and access to affordable child care. All of these issues can’t be addressed in one newsletter or blog, but we can address them throughout the year. As we all embark on 2021, we would love to hear about the challenges your organizations are facing. 

Cornelia and Barbara