As companies embark on this process to settle into the new normal, it can be daunting to pull all the pieces together. HR leaders are often overwhelmed by balancing empathy and workforce policies that support the company. Here is a straightforward approach to help you frame the solutions post-Covid.
1. Plan
Review your strategic priorities and the support needed to achieve them.
Identify your company’s yearly strategic initiaitves, along with KPI’s, and the key resources you need to achieve them.
For example: Who will lead projects, what is the critical team and infrasturcure needed to accomplish your business priorities.
2. Organize
By department, determine which roles support the strategic initiative, and, which are critical, and, non critical but necessary to continue business operations.
Identify these roles and how they should be designed. For example should they be fully remote, hybrid, part-time, task based or time based.
Take a sentiment pulse with employees on a quarterly basis to see how they are coping with the current work from home policies. Discuss how to improve what’s not working. Celebrate what is working to continue encouraging employee engagement.
3. Identify
Identify gaps between workforce’s needs and accomplishing company’s yearly strategic priorities.
Once you identify these gaps you can determine appropriate measures to close the gap.
For example: If Strategic Priority A requires 3 full-time staff members, but they have expressed the desire to work with a hybrid model, then you can have individual agreements to align on a direction forward that is mutually beneficial.
4. Act
Create an action plan to bring people together regularly during and post Covid.
Above all, create engagement initiatives for all staff to attend virtually or in person to build morale, and rebuild the human touchpoints to successfully transition.
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