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Source: talentculture.com
The pressures and complexities of 2020 and the pandemic forced an awakening. The innovation developed, creativity demonstrated, and momentum generated since that global reckoning has been so strong, there’s no turning around now; we’ll never go back to the way it was. So the tools and strategies we’ve leaned on throughout the pandemic will continue to redefine how we work in 2021.
1. Remote Working
As an option, a necessity, a perk, and an official policy, remote working is here to stay. It’s a classic example of “if you build it, they will come.” And the many employees (and their managers) who have now experienced the ability to function remotely and now know the advantages remote work brings won’t want to go back.
As companies scale back on real estate spends (sorry realtors), remote working is a way to maintain a large workforce on a tighter budget. So we’ll see countless organizations following the path of big tech firms who have pledged to keep their employees remote for the time being — if, of course, they can accomplish the job and responsibilities without the need for a shared physical workspace. Once again, big tech is leading the way and disrupting the status quo. Only this time, it’s not transformative leadership creating the change; it’s the technology itself.
2. New Hires, New Experiences
For new hires (and particularly for Generation Z), that traditional rite of passage of joining a workplace and learning a whole new set of behavioral and social norms isn’t going to be as prevalent. This wholly digital generation has already changed the way we experience technology. Now, they’ll help us usher in a whole new way to enter the workplace. Soon, we’ll come to know this new wave of hires as the “remote generation” (or “hybrid generation”).
The brand-new job experience will not have the same impact as it did past generations. We don’t yet know how younger hires will feel about the value of that experience or workplace culture. But we will — and soon. The difference here: The 2021 work culture will be digital in nature. So the experience will not be as sharp a contrast as going from the classroom to the world of work.
3. Video Conferencing
Video conferencing has become the de facto way we meet. It has become so ubiquitous in the workplace that “to Zoom” is now a verb.
Zoom may have been the frontrunner. But there are plenty of existing competitors and new visual collaboration platforms that will help how we work together evolve. After all, this is a very hot aspect of HR technology and will undoubtedly continue to be one of the most dominant work trends. So I predict increasing capabilities to communicate just as effectively over mobile as we once did face-to-face. I also see better ways to archive and transcribe our video-based conversations and more ways to extend the work done via videoconference to teams and stakeholders.
4. Upskilling
In 2021, we will see a big shift from hiring being the primary driver of increasing an organization’s capabilities to upskilling existing talent. Organizations that had to tighten their hiring budgets after sustained buffeting from 2020 and the pandemic will shift resources into training and development. Those that did just fine despite economic turbulence — in industries that actually grew during 2020 — will be adding a robust reskilling and upskilling program to their HR strategy.
The bottom line for everyone is that institutional knowledge is critical for maintaining continuity and weathering a crisis. Upskilling existing employees will become known as a smart way to hold onto that intelligence while evolving skills to meet new challenges. Upskilling will become a business imperative.
5. Mental Health
Without question, our mental health has become an enormous issue. A recent report by Monster revealed a whopping 69% of employees working from home experience severe burnout. It’s not that working from home is particularly hard on everyone by itself. But the rush to remote without an underlying culture and infrastructure — and without an end-game being defined — has caused some stress.
Because one of the key triggers of burnout is mistreatment by supervisors and managers, we’re learning about the importance of setting boundaries and doing frequent check-ins. Many of us are also making sure our people have access to the mental health benefits they need. To help us continue this critical work trend, we’ll soon see even more apps that help with emotional and mental well-being (such as a meditation app and a mindfulness training tool). And we’ll see more forward-thinking companies providing these practical and widely-available tools as part of their overall well-being programs.
6. Inclusive Cultures
Diversity is critical to every aspect of the workplace — and organizations need to do better. So we’ll see a lot more leaders focusing on how to improve a sense of belonging in their organizations, as well as some authentic soul-searching as we dive into legacies such as systemic racism.
Our timing couldn’t be better. Currently, 70% of job seekers in a survey by the Manifest say they consider a company’s commitment to diversity when evaluating them as a prospective employer. But diversity in terms of hiring and promotions is only one part of the equation. Companies must pay attention to their work cultures, gauge how truly inclusive they are now, and then work to close the gap between what is and what should be. This is perhaps the mother of all work trends and will play a critical role next year. Because in 2021, organizations are not going to be able to get away with a performative statement or symbolic gestures. If you truly believe in equality — if you genuinely believe black lives matter, for example — you’re going to have to show it.
7. Empathetic People Management
Let me add a few words to the phrase above: “empathetic people management… for the right reasons.”
The pre-pandemic talent crunch triggered many reflective moments around how to better conduct HR and talent management. The goal for many companies is to be perceived as a better employer brand and to successfully engage and retain your people. That’s all well and good. But we’re not in a talent crunch right now.
Yet between February and October 2020, some 2.2 million women in the U.S. left their jobs. Overwhelmed, undersupported, and stressed out, many women — particularly working mothers — reached a tipping point and gave up. That’s an incredible talent drain. When they come back to work, they’re going to look for companies that set up the structures that truly support their people through empathetic people management for all the right reasons.
Looking Ahead to 2021
2020’s silver lining is that we’d been stubbornly dancing around what was truly important in the workplace — and to the workforce. We were forced to reckon with real-time discoveries in an authentic way. So we now know exactly what lies between us and where we want to go. We’ll bring that wisdom, and these work trends, to 2021.
This welcome knowledge, together with knowing we have better tools and a clearer vision of what must come next than we’ve ever had before, brings me to my final bit of futurecasting.
In 2021 and beyond, we will take better care of our people — and each other.