Is COVID-19 Shaping a New Organizational Structure?
Blog: NASSCOM Official Blog
One fine day, you wake up and find that the reality has changed. Organizations that talk about WHF (Work From Home) is not possible and now WHF to them is the new normal. According to Gartner there 2% of employees will be working from home permanently. So let’s have a look at, how organizations can reshape.
Job redesign
Yes, many of the organizations are indeed reshaping their structure and work culture. The job scenario will undergo major changes. Some roles will change, some will be re-defined. Almost every organization is moved or moving towards digitalization. Digitalization helped the organization in better customer satisfaction, real-time feedback, and offered various services at just touchpoints.
Another important aspect that needs to be reshaped is effective ways of tax and cash management and always ready with a recovery plan in this unpredictable time. According to Deloitte, World has only three days in the week: yesterday, today, and tomorrow. Resilient leaders need to shift the mindset of their teams from “today” to “tomorrow,” which involves several changes that have important implications for the path to recovery.
Talent Acquisition
Everywhere layoffs are happening, companies are left with no other option because budgets are quietly limited. But in these, though time companies are looking for exceptional talent strategically and seize the advantage. In the first place what a manager can do is to have a deep-down understanding of his/her organization, their employee, and the crucial roles and responsibilities. These may also include, the successful and impactful performer and this will support in better execution of the talent acquisition process. Secondly, the talent pipeline needs to be more focused as well as the examination of the quality and accessibility of internal and external talent pools.
Employee Engagement
Organizations are having limited budgets, in this crucial time, we should also have to think about employee engagement and their mental health without spending a single dime. The first thing an organization can do is provide the right tool. Organizational infrastructure should include all the tools which are required by the employees to finish their work. According to a report by Deloitte, “enabling infrastructure” it is the top driver of engagement globally. There are many other ways like providing proper guidance and training to non-tech savvy employees. This is the crucial time everyone is facing a problem, so it is important to listen to employees, pay close attention to them, and coming out with the solution. That’s what an effective leader can do.
Everything has become virtual. It is important to connect with your employees, getting social with them virtually. It will help in maintaining good mental health. An organization should have a fun activity, management games, video conferencing calls apart from work, etc. The engaged worker contributes more time and talent to the organization.
Employee safety
In the current context, employee safety is the major concern of the organization. Managers would now need to concentrate on making a protected workplace that gives individuals certainty to come back to work premises and to acclimate to the new virtual/physical half and half method of working. Proper guidelines published by the Centre for Disease Control and Prevention. To reopen an organization one must follow these guidelines.
Lockdown has not halted life, however, it halted the soul at first. The mantra for survival and moving forward is to take a long view, adapt to the situation and innovate. All things considered, the truth has been accepted and no time was lost to ensure that we remain associated, connected with and concentrated on what we need to do now and later on when the bad times pass away.
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