Especially (though not only) in the corporate world, there was a lot of discussion in the first half of the year about adapting to the "new normal". Everyone had their own predictions. Over time, it has also become apparent that it is necessary to review HR's own role.
Therefore, more and more companies are now addressing the question of who is responsible for employee engagement and to what extent HR can take the lead. It is an almost historic moment when we see how the role of HR may change from a mere supporting function to a genuine main role as a key creator of the organisation for the future.
Furthermore, it is becoming apparent that once companies begin to address the implementation of remote work methods, they will also need to start thinking seriously about a long-term strategy since the effect on the work procedures and morale of employees will be significant.
Every employee faces a different situation and various factors need to be considered. Some employees want to return to the office as they feel they cannot be without the organisation and structure which is lacking at home. On the other hand, many others are gradually beginning to realise a number of benefits teleworking brings, including the possibility of not having to commute anywhere and thus saving time.
A workforce is now being created that is adaptable, flexible and intuitive regarding the organisation's needs in one month, two months and later. The idea of setting frameworks for the next five years is incredibly difficult when we don't even know what we will be doing this Christmas.
The year 2020 could be a pivotal moment when HR will come to the forefront of the company's strategic management and help set steps and key processes for leading people in the "new normal".
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