We are all dealing with an overabundance of concerns about the future of work. And what the future could bring. The topic of the future workforce has been a highly debated topic for over a decade, with differing information from various experts regarding what impact automation technologies like artificial intelligence (AI) and robotics will have on jobs, not to mention the fluctuation in remote workforce implementation and viability. And all of this was happening before the COVID-19 pandemic.
And now we are facing unprecedented change to our workforce, but wait a minute lets put this in perspective. COVID-19 is a global pandemic, which means it is forcing unilateral innovation (disruption) across the globe; this spells a new norm. And WE, the collective, will oversee the discovery. What will emerge as the “new normal” will ultimately be our doing (or undoing)? What will the workforce look like as we emerge from COVID-19?
Should People Be Concerned
The pandemic has been associated with a “world war.” There is reason to be concerned. But do not get overly concerned. Instead, get resolute and face the situation head-on. Perhaps at this time, we need to look to learning and development (L&D) methodology – after all, is this not like one big mixing pot of L&D?
AGILITY
The ability to move quickly and easily – the ability to think and understand quickly
When we look to the lens of L&D and learning agility we look at the ability to continually and rapidly learn, unlearn, and relearn. It is a mental midset and practices that take a variety of different experiences and applied past learning to change to the new norm. Afterall with COVID-19 we need to now more than ever future-proof yourself in an age of disruption. Do we need to look to practices to enhance an Agile Workforce?
If we go back and look at the association with a “world war” what’s different here is that we have the technology. Not just some technology but a massive amount of ever moving and changing technology that makes the world of remote working that much easier. Technology is the enabler that has allowed many businesses to continue operating in a different way.
Where to Turn – Problems V Solutions
Working from home, for those jobs that can and have, will continue with more robust work-from-home policies. With more employees working from home, there is increasing the potential for employers to improve the monitoring of their employees. That would mean productivity monitoring (measured and tracked), even if employees work outside of the traditional office and work environments. Many companies are already doing this.
For example, your employer could monitor your keystrokes on your computer to analyze your productivity. Of course, this brings up privacy concerns. But with some companies claiming that responsible monitoring is required to ensure productivity levels or leaders are looking to the bottom line to justify output. But you can here question trust – trust between employees and employers – should productivity and outcome be a more measurable way to check-in?
It might sound corny, but thankfulness at work – in life – really matters. Going along to get along simply will not cut it. Start thinking critically about the work you do. Question where the work is done and who benefits? Who is adversely affected, and at what cost?
As more people work from home, work-life and personal life have become interconnected. This has important implications for your mental health, happiness, and comfort. No longer can you think of your “work-life” and “personal life” as distinct aspects of your LIFE?
It isn’t all about where people work but also HOW the business or organization deals with these challenges. The bottom line may not be the best decider right now but the “what FUTURE” organization do we want and how can we grow that loyalty now.
Take note: this is a wake-up call to find meaningful work. Take time out of your day/ evening to meditate. If you do not know-how – learn. Take charge of the time you have, feel more inspired more often, and create more impactful moments.
Lacking Time? Or Unsure Of Your Legal Obligations As An Employer?
We come across many a Small Business owner on the Gold Coast and in South East Queensland that finds nothing is ever simple and situations are complex and leave them waiting for an unfair dismissal claim? Often this leave them wondering why you even bother with employees. It does not have to be this way
Inquire today about our Telephone and emailed based HR/ ER support and HR Advice Online.. We do not run a call center – you get direct access to an employment relations expert whenever you need assistance. We help you resolve HR/ ER issues & put a plan in place to avoid future problems. The hours in our ER/HR support bundles include phone, emails, forms, correspondence letters, advice, policies, procedures and onsite meetings. We have you covered
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