4Ps for a successful post COVID-19 transition
In this current climate, the biggest talent engagement challenge is keeping your team happy while working from home, despite the unprecedented challenges caused by the pandemic. As a business leader, you really need to be asking yourself two key questions:
1) What are the most urgent problems that my team is facing?
2) What can we do about it?
These questions will only increase in importance as we move forward, post Covid-19. We think about managing and engaging our talent in terms of four dimensions:
The 4 Dimensions (4 Ps)
1. Managing People : attract the right people to your company.
Rethink Hiring
Reconsider the profile of the “ideal” new hires. With the new WFH environment, what are the traits that will enable your team to thrive? For instance,would candidates that can work independently, instead of being reliant on team environments, be a better fit for the WFH environment?
“ Consider what qualities or personality types become more important when selecting candidates. ”
Re-training
As the world shifts, the way work is done will also change, so it’s very important to see how we can help our employees make that transition. Investing in upskilling or re-skilling your employees during this transition to help them achieve their full potential in the new way of working.
“ The old way of work is not coming back. Perhaps it is time to change the way the job is done,
even if the functions remain the same. “
2. Managing Policy: company rules have to change to support the new WFH arrangement
Performance management
Have more one-to-one performance reviews with individuals, and check-in regularly on your team.
Rethink contracting
Reconsider the need to have only full-time employees, and also consider hiring staff on part-time, contract or freelance basis.
“ Get more flexibility to scale up and down your workforce by moving away from a hundred percent full-time model towards a portfolio of different contract types. “
3. Managing Process: the way things are done in the company
Create robust processes
There is going to be much more vulnerability and fluctuation in our new, more uncertain future. It is hence critical that we ensure our systems and processes are resilient, not just efficient.
“ Companies’ processes need to move towards a more agile and problem-solving oriented mindset, where people know that things are going to change. “
Business processes need to be as robust as possible, meaning that a small delay should not cause the entire value chain to break down. There has to be sufficient long term planning and preparation for alternative arrangements, such that a lag time in the process of one will not block off the ability of other functions of the business to proceed.
Digitization, for example, HR software systems, is one way to minimize the risk of disruption, since it enables the company to continue running even if the physical office is out of bounds
4. Managing Perception: team morale and motivation
Clear communication from management
Managers need to give clear, targeted instructions and feedback. This is especially important since we cannot see if our employees have completely understood the brief. Give your team realistic assessments and provide constructive feedback, as this would motivate them to improve. When people feel valued, they will naturally stick around longer.
It is also important to give the team clarity and certainty where possible about the business outlook and prospects for the company, but without going overboard and creating unrealistic expectations.
Live interactions to online team activities
Ensure your team stays connected with each other by hosting regular team activities online. TalentKraft has been having regular online meetings, trainings and weekly team lunches. This keeps our team connected and engaged while we continue working from home together.
Catch the full webinar below to find out more about how you and your company can approach
the ‘New Normal’ in the face of uncertainty!
Download the ‘Managing Uncertainty’ webinar slides here.
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