One of the most positive recent changes with organisations is the willingness to invest in employees and, undoubtedly, this intent is much higher than it has ever been. It took a global health crisis for organisations and their leaders to get re-aligned with an understanding of investing in their employees. The new working dynamics of “WFH” (Work From Home) proved that lot of things considered to be important earlier are just no longer needed - activities like micromanagement of employees, unnecessary meetings at work, paper-based approvals, and even many official documents like appointment letters, etc. Technology has already pushed organisations to bring in this change and to accept it much faster than it would have been in an ideal scenario. There are a number of factors that need to be considered or questions that need to be asked like the below -
Let us evaluate both the above aspects. Working with employees not as competent as the role demands may be a comparatively easier way (because of the efforts that a replacement effort would demand and the entire transition phase with onboarding and off boarding of an employee). On the other hand, working with a dissatisfied employee can impact the organisation culture and can prove to be detrimental to the organisation. Which one of the two more critical for your organisation, this is something I leave for you to decide as there are many underlining factors that would contribute to the outcome of this, both, internally and externally.
Coming back to the change - this pandemic is exposing us gradually to new market trends and the ever-changing work environment. We need to focus more on employee experience and engaging talent with a complete understanding of what our talent needs. We all are driven by different needs and that homework is now more important than ever, when it comes to dealing with people.
Organisations now need to redefine their parameters of evaluation and would need strong people managers to understand talent with a comprehensive point of view and align strategies accordingly. Critical aspects like work location, flexi work timings, rewards and recognition and evaluating performance would need fresh perspectives as the current methods may not remain relevant in the post-pandemic environment. The sooner people leaders are able to understand this change, the better we can focus and align our talent efforts to ensure that the competition is not giving you a hard time. Very importantly, do not forget to miss out the human element when dealing with humans working in your organisation and lead them effectively.
Wish you all luck!!