As a result of the Covid-19 pandemic, an estimated 2.7 billion people – or more than 4 out of 5 workers in the global workforce, have been affected by lockdowns and stay-at-home measures.

Recovery will by necessity be gradual, and management must be adaptable to changes. Most public health officials believe we should expect future outbreaks of COVID-19 until a sustainable vaccine and treatments are found.

Businesses will face several options as they try to return to normal. Some will build and expand their workforce; others may bring back furloughed staff. Still, others will continue to allow workers to work remotely. Management will face the difficulties of providing safe and healthy work environments for those on-site.

Navigating the aftermath of this pandemic will challenge management and boards of all companies to protect employees while adjusting to the new ways of operating. Only one in five of CFO’s surveyed by PwC believe business, as usual, will resume.

During the lockdown and work stoppage, many companies began incorporating AI and other digital technologies to deal with changes in their businesses. It will be up to management and HR to provide employees with the tools and technology to embrace such changes.

Management should also provide continuing remote workers with the tools they need to succeed.

Workplace teams should be structured to address both onsite workers and those working remotely. Remote workers will continue to face family and childcare issues during the recovery and team assignments should balance scheduling with those flexibility needs in mind while serving important business requirements.

Utilize Zoom and similar technology to bring remote and onsite working teams together.

Workers Depend on Management to Provide a Safe Environment

Management and HR must understand and comply with Federal, state, and local restrictions as people return to work. Said restrictions will vary by location and may not all return to normal at once.

New protocols may be necessary for cleaning and sanitizing work areas. Changes to workspace layouts may be required to provide proper social distancing.

Resilient leaders view recovery as an opportunity toward better growth and success!

Getting back to work means understanding and accepting that the “new normal” may fluctuate and change as the pandemic ebbs and returns until a cure, vaccines, and/or successful treatment is secure.

Rick’s Tip

This month’s article shares the challenges and risks of businesses returning to near-normal activity. Many leaders don’t believe normal activity will return for an unforeseen time. For others, physical office return is underway or anticipated. It is paramount that leaders of such take the responsibility of health and safety as their number one priority. Perhaps more important, your employees must believe that their leadership is doing everything they can to responsibly address health. If you need someone to talk with about your new responsibilities and risks, please call. This may be a time to reconsider outsourcing as a solution. I’m happy to brainstorm with you.

Emerging Trends

• 32% of organizations are replacing full-time employees with contingent workers as a cost-saving measure.
• 48% of employees will likely work remotely at least part-time after Covid-19 versus 30% before the pandemic.
• The pandemic has increased the trend of employers playing an expanded role in their employees’. financial, physical, and mental well-being.
• As the pandemic subsides, companies will focus on expanding their geographic diversification and investment in secondary markets to mitigate and manage risk in times of disruption.

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