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How to Re-engage Your Employees Post Covid-19

Slowly, but surely, we are heading back into the office. The world is reopening and we’re ready to embrace it with open arms. After months of lockdown, you might assume that employees are keen to get back to work. Unfortunately, that is not the case. In this guest post, Natalka Antoniuk) shares about the challenge that Quadrant2Design, an exhibition stand company, are facing with no restart date for their industry yet. She shares insights from their experience with tips to re-engage employees and get your business up and running again.Employee engagement is key to rebuilding a business however, a study by Dr. Nick Keca shows that on average only 29% of employees in your company are actively engaged. They are loyal, committed, more productive and easier to retain which is why they are vital to business regrowth.Employee engagement as per a study by Keka ResearchJust over half of your team are likely not engaged, meaning that they can be productive, but they are not psychologically connected to their company.These are the employees who will miss workdays and are more likely to leave.A fifth of your employees are actively disengaged. These are the employees that you need to work with. These individuals are physically present but are unhappy and psychologically absent. Furthermore, these employees share their unhappiness with others which can influence others who are not engaged. “Your work is going to fill a large part of your life, and the only way to be truly satisfied is to do what you believe is great work. And the only way to do great work is to love what you do.” - Steve JobsAs a business owner, employee engagement might not be at the forefront of your mind given the current situation. With businesses starting back up, and huge VAT reductions to encourage economic growth, you are probably more concerned with customer relations and closing deals.  If you don’t actively work towards re-engaging your employees, this might not be possible.After almost five months working from home, employees have realized benefits such as saving time and money by not commuting. They are asking for flexible working patterns, the ability to work remotely, and an openness to new working styles.   This shift in attitudes is going to have a ripple effect when offices do reopen. Although individuals have missed the social aspect of the office, they have made it clear that they want a change. Admittedly restructuring your business amidst a global pandemic isn’t the smartest choice, employers are going to have to do something to keep their staff engaged.  How do you engage employees? Trying to engage your employees, and keep them engaged, was hard before the global pandemic. Now, with the looming recession, job losses, two months of working from home and a virus still in circulation, it is going to be even harder.How do you engage employees?Nevertheless, the traditional methods that employers have used for years will still be effective and shouldn’t be ignored in your struggle to reengage your team. Reopening your office will take some getting used to after the lockdown. Trying to keep on top of the basic pillars of engagement will go a long way towards keeping your employees happy and motivated. Recognition Employees are more engaged when they feel like their contribution has been recognized. Although remuneration, benefits and rewards are common ways to show your employee that your value their input, you might not be financially stable enough to give these kind of rewards post-COVID. So, what do you do? Fortunately, over 80% of employees value recognition above any rewards or gifts. As long as your employees feel like you appreciate the work they are doing, they will be more actively engaged.  The type of recognition that you give your staff also matters. Over two-thirds of people believe recognition as an individual was more motivating than recognition as a team.Almost 90% of people find praise from their managers to be very or extremely motivation. And three quarters said the same thing about praise from their peers. Recognizing your employees and praising them for their contributions doesn’t cost you any time or money. Look at everything that has been achieved whilst we’ve all had to work from home and get ready to offer individual praise when your doors finally reopen. Growth Employees are more engaged if they feel like there is the potential to grow and develop their career within your organisation. In fact, the majority of people listed opportunities for growth as a more motivating reason to stay at a company than receiving a pay rise.  This is why employee engagement tends to be better in a growing company, as staff members understand the correlation between business growth and new job opportunities. The problem that most businesses will have is that the post-pandemic recession is likely to halt any growth. Whether you are open with your employees or not, there will always be tell-tale signs whether your business is growing or taking a hit. If your staff feel like the business is struggling financially, they will likely disengage quickly. Although growth and career progression might not be on the cards right now, job security is becoming increasingly important as we enter a global recession. Where possible, you need to make every member of staff feel like their job is safe. If you have made any redundancies, then they will likely feel insecure about their position within your organisation. Continue offering praise and recognition for their work so that they feel confident within their role at your company. Fun Without a doubt, the easiest and most effective way to keep your team motivated and engaged is to provide a fun working environment. Nine out of ten employees list fun working environments to be very or extremely motivating.  This doesn’t mean that you need to turn your office into a trendy London agency or Google HQ overnight. Simply building strong relationships and encouraging their out-of-work hobbies can go a long way. Most people are just looking for a healthy work environment. Fun with employeesRemember, the vast majority of people have enjoyed the time and money that they have saved by working from home. They have had more time to develop new hobbies and will likely be looking for a better workand life balance.  One of the things you can do to create a more fun working environment is open new avenues of communication. Make your employees feel comfortable coming to you to discuss ideas like flexible working. In building relationships with immediate supervisors and colleagues, your employees will be happier, more motivated and you will notice increased employee engagement.Expect unengaged employees One of the problems business owners are facing is the shift in attitudes that has led to previously engaged employees feeling unmotivated and disengaged. With all of the changes that 2020 has already brought, employees are looking for a sense of normality. Having spent months out of the office only to return to a new socially-distanced environment will take its toll. It is understandable when you look at the three pillars of employee engagement listed above. For months, each team member has been working from home without their colleagues around them. This segregation will have led to a decrease in praise and recognition both from management and on a peer-to-peer level. Furthermore, they are likely to have lost confidence in their job security. With media headlines focussing on the looming recession and the vast number of job losses, many employees are worried about the safety of their own roles.  Finally, any element of fun that was provided in your work environment before has been stripped bare by the 2m social distancing requirements, plastic screens and lingering smell of hand sanitiser. Employees got used to a life working from home where they had more free time available for their family and new hobbies. Now they are back in the office with regulations in place to stop any kind of relationship building.  Of course, the measures we listed above will help you overcome these difficulties. But the truth is that you have a lot of things to consider at the moment. This is a global pandemic and you’re working hard making the right business decisions. Nobody blames you for letting employee engagement slip. But in doing so, you will cause more damage to your business.Expect unengaged employeesHow do you motivate a disengaged team? It is much harder to motivate an individual who has recently become disengaged. Although we can make assumptions as to why this has happened, you can never be completely sure. That means no employer will ever know a quick fix. The problem is, once an individual becomes disengaged it is hard to get them back on course. A disengaged employee isn’t satisfied with the job that they are doing, they don’t find it exciting and they spend their day clock watching.  Under normal circumstance, when an employee reaches this point, they are likely to be searching for a new job. In the current situation, disengaged employees may feel trapped or threatened by the decreasing job pool. This can lead to further problems down the line as they will vocalise their issues to the other employees, and their negative attitude could start to rub off. Although you don’t want negative people on your team, cutting staff could lead to further disengagement. It is also incredibly cost-effective to actively reengage a current member off staff rather than recruiting new people. So how should you do this? Career development Okay, so you might not be in the best situation to start promoting your employees and dishing out pay raises and bonuses – but you can still let your staff know that their position within your business is safe. Encouraging your staff to attend training programs that enable them to develop new skills will make them feel appreciated. It shows that you intend to have them working for you in the future, giving them a sense of job security.   Be open Share all the company news, good and bad, with your employees. In doing so, you are telling everyone that they are a valuable member of the team. It will help them to engage with the business, company goals, and align themselves with your mission and values. Furthermore, you may find a handful of hidden talents hiding amongst your team. When an employee is disengaged, they pass the day by doing the bare minimum and clock watching. Engaged employees go above and beyond for their company. By being open about the current business situation, your team will become more actively engaged and could even provide solutions to company problems. Lay out your expectations Your business goals will have to be adjusted to help you face the crisis. You may find your product offering, your distribution methods or your marketing strategy have to change. If you are open with your employees, they will already understand that their roles may change slightly moving forward. Make this transition easier by sitting down with each of your employees to discuss their new roles and setting clear expectations, goals and objectives. In doing so, you reiterate the importance of every member of staff and they feel more secure in their job roles with clear targets to work towards. At Quadrant2Design, we are patiently awaiting a reopen date for our industry. Normally at this time of year we are busy designing exhibition stands, however our day-to-day working pattern has changed. Rather than designing stands, we have been creating free resources to help individuals with their exhibition planning and budgeting.  It has been a great exercise for our highly creative team, and something that has seen different groups working together. Overall, we have found this to be extremely helpful in re-engaging our employees. In summaryBelieve it or not, your employees want to engage at work. Nobody wants to be sat at a desk clock watching for a third of their life. Engaging your team will not only boost your business but make your office a better place to work. The truth of the matter is your employees will find it much easier to stay motivated and engaged at work if you provide the right atmosphere for them to do so. You can do this by following everything that we have outlined above.   Providing an open atmosphere by working on colleague relationships, particularly with supervisors and managers, and keeping the team up to date with the current business situation will be key to this. Furthermore, adjusting to the changing attitudes of staff by encouraging hobbies and becoming more flexible may also benefit engagement. Offer employees the opportunity to grow and develop their career, even if you currently are not in a financial situation to promote and reward them. Letting employees know that their job is safe and there will soon be an opportunity to progress will also be key to maintaining employee engagement.  Finally, take it upon yourself to have a one-to-one with every individual. It could be that their job role has changed as you’ve had to adapt your business offering. Set your expectations and give them personal goals and targets to work towards in this new role. Keeping everyone on board will be crucial in business regrowth post-COVID19.

How to Re-engage Your Employees Post Covid-19

7K
How to Re-engage Your Employees Post Covid-19

Slowly, but surely, we are heading back into the office. The world is reopening and we’re ready to embrace it with open arms. After months of lockdown, you might assume that employees are keen to get back to work. Unfortunately, that is not the case. 

In this guest post, Natalka Antoniuk) shares about the challenge that Quadrant2Design, an exhibition stand company, are facing with no restart date for their industry yet. She shares insights from their experience with tips to re-engage employees and get your business up and running again.

Employee engagement is key to rebuilding a business however, a study by Dr. Nick Keca shows that on average only 29% of employees in your company are actively engaged. They are loyal, committed, more productive and easier to retain which is why they are vital to business regrowth.

Employee engagement as per a study by Keka Research  Employee engagement as per a study by Keka Research

Just over half of your team are likely not engaged, meaning that they can be productive, but they are not psychologically connected to their company.These are the employees who will miss workdays and are more likely to leave.

A fifth of your employees are actively disengaged. These are the employees that you need to work with. These individuals are physically present but are unhappy and psychologically absent. Furthermore, these employees share their unhappiness with others which can influence others who are not engaged. 

“Your work is going to fill a large part of your life, and the only way to be truly satisfied is to do what you believe is great work. And the only way to do great work is to love what you do.” - Steve Jobs

As a business owner, employee engagement might not be at the forefront of your mind given the current situation. With businesses starting back up, and huge VAT reductions to encourage economic growth, you are probably more concerned with customer relations and closing deals.  

If you don’t actively work towards re-engaging your employees, this might not be possible.

After almost five months working from home, employees have realized benefits such as saving time and money by not commuting. They are asking for flexible working patterns, the ability to work remotely, and an openness to new working styles.   

This shift in attitudes is going to have a ripple effect when offices do reopen. Although individuals have missed the social aspect of the office, they have made it clear that they want change. Admittedly restructuring your business amidst a global pandemic isn’t the smartest choice, employers are going to have to do something to keep their staff engaged.  

How do you engage employees? 

Trying to engage your employees, and keep them engaged, was hard before the global pandemic. Now, with the looming recession, job losses, two months of working from home and a virus still in circulation, it is going to be even harder.
How do you engage employees?How do you engage employees?

Nevertheless, the traditional methods that employers have used for years will still be effective and shouldn’t be ignored in your struggle to reengage your team. Reopening your office will take some getting used to after the lockdown. Trying to keep on top of the basic pillars of engagement will go a long way towards keeping your employees happy and motivated. 

Recognition 

Employees are more engaged when they feel like their contribution has been recognized. Although remuneration, benefits and rewards are common ways to show your employee that your value their input, you might not be financially stable enough to give these kind of rewards post-COVID. So, what do you do? 

Fortunately, over 80% of employees value recognition above any rewards or gifts. As long as your employees feel like you appreciate the work they are doing, they will be more actively engaged.  

The type of recognition that you give your staff also matters. Over two-thirds of people believe recognition as an individual was more motivating than recognition as a team.Almost 90% of people find praise from their managers to be very or extremely motivation. And three quarters said the same thing about praise from their peers. 

Recognizing your employees and praising them for their contributions doesn’t cost you any time or money. Look at everything that has been achieved whilst we’ve all had to work from home and get ready to offer individual praise when your doors finally reopen. 

Growth 

Employees are more engaged if they feel like there is the potential to grow and develop their career within your organisation. In fact, the majority of people listed opportunities for growth as a more motivating reason to stay at a company than receiving a pay rise.  

This is why employee engagement tends to be better in a growing company, as staff members understand the correlation between business growth and new job opportunities. The problem that most businesses will have is that the post-pandemic recession is likely to halt any growth. 

Whether you are open with your employees or not, there will always be tell-tale signs whether your business is growing or taking a hit. If your staff feel like the business is struggling financially, they will likely disengage quickly. Although growth and career progression might not be on the cards right now, job security is becoming increasingly important as we enter a global recession. 

Where possible, you need to make every member of staff feel like their job is safe. If you have made any redundancies, then they will likely feel insecure about their position within your organisation. Continue offering praise and recognition for their work so that they feel confident within their role at your company. 

Fun 

Without a doubt, the easiest and most effective way to keep your team motivated and engaged is to provide a fun working environment. Nine out of ten employees list fun working environments to be very or extremely motivating.  

This doesn’t mean that you need to turn your office into a trendy London agency or Google HQ overnight. Simply building strong relationships and encouraging their out-of-work hobbies can go a long way. Most people are just looking for a healthy work environment. 

Fun with employeesFun with employees

Remember, the vast majority of people have enjoyed the time and money that they have saved by working from home. They have had more time to develop new hobbies and will likely be looking for a better workand life balance.  

One of the things you can do to create a more fun working environment is open new avenues of communication. Make your employees feel comfortable coming to you to discuss ideas like flexible working. In building relationships with immediate supervisors and colleagues, your employees will be happier, more motivated and you will notice increased employee engagement.

Expect unengaged employees 

One of the problems business owners are facing is the shift in attitudes that has led to previously engaged employees feeling unmotivated and disengaged. With all of the changes that 2020 has already brought, employees are looking for a sense of normality. Having spent months out of the office only to return to a new socially-distanced environment will take its toll. 

It is understandable when you look at the three pillars of employee engagement listed above. For months, each team member has been working from home without their colleagues around them. This segregation will have led to a decrease in praise and recognition both from management and on a peer-to-peer level. 

Furthermore, they are likely to have lost confidence in their job security. With media headlines focussing on the looming recession and the vast number of job losses, many employees are worried about the safety of their own roles.  

Finally, any element of fun that was provided in your work environment before has been stripped bare by the 2m social distancing requirements, plastic screens and lingering smell of hand sanitiser. Employees got used to a life working from home where they had more free time available for their family and new hobbies. Now they are back in the office with regulations in place to stop any kind of relationship building.  

Of course, the measures we listed above will help you overcome these difficulties. But the truth is that you have a lot of things to consider at the moment. This is a global pandemic and you’re working hard making the right business decisions. Nobody blames you for letting employee engagement slip. But in doing so, you will cause more damage to your business.

Expect unengaged employees Expect unengaged employees

How do you motivate a disengaged team? 

It is much harder to motivate an individual who has recently become disengaged. Although we can make assumptions as to why this has happened, you can never be completely sure. That means no employer will ever know a quick fix. 

The problem is, once an individual becomes disengaged it is hard to get them back on course. A disengaged employee isn’t satisfied with the job that they are doing, they don’t find it exciting and they spend their day clock watching.  

Under normal circumstance, when an employee reaches this point, they are likely to be searching for a new job. In the current situation, disengaged employees may feel trapped or threatened by the decreasing job pool. This can lead to further problems down the line as they will vocalise their issues to the other employees, and their negative attitude could start to rub off. 

Although you don’t want negative people on your team, cutting staff could lead to further disengagement. It is also incredibly cost-effective to actively reengage a current member off staff rather than recruiting new people. So how should you do this? 

Career development 

Okay, so you might not be in the best situation to start promoting your employees and dishing out pay raises and bonuses – but you can still let your staff know that their position within your business is safe. 

Encouraging your staff to attend training programs that enable them to develop new skills will make them feel appreciated. It shows that you intend to have them working for you in the future, giving them a sense of job security.   

Be open 

Share all the company news, good and bad, with your employees. In doing so, you are telling everyone that they are a valuable member of the team. It will help them to engage with the business, company goals, and align themselves with your mission and values. 

Furthermore, you may find a handful of hidden talents hiding amongst your team. When an employee is disengaged, they pass the day by doing the bare minimum and clock watching. Engaged employees go above and beyond for their company. By being open about the current business situation, your team will become more actively engaged and could even provide solutions to company problems. 

Lay out your expectations 

Your business goals will have to be adjusted to help you face the crisis. You may find your product offering, your distribution methods or your marketing strategy have to change. If you are open with your employees, they will already understand that their roles may change slightly moving forward. 

Make this transition easier by sitting down with each of your employees to discuss their new roles and setting clear expectations, goals and objectives. In doing so, you reiterate the importance of every member of staff and they feel more secure in their job roles with clear targets to work towards. 

At Quadrant2Design, we are patiently awaiting a reopen date for our industry. Normally at this time of year we are busy designing exhibition stands, however our day-to-day working pattern has changed. Rather than designing stands, we have been creating free resources to help individuals with their exhibition planning and budgeting.  

It has been a great exercise for our highly creative team, and something that has seen different groups working together. Overall, we have found this to be extremely helpful in re-engaging our employees. 

In summary

Believe it or not, your employees want to engage at work. Nobody wants to be sat at a desk clock watching for a third of their life. Engaging your team will not only boost your business but make your office a better place to work. 

The truth of the matter is your employees will find it much easier to stay motivated and engaged at work if you provide the right atmosphere for them to do so. You can do this by following everything that we have outlined above.   

Providing an open atmosphere by working on colleague relationships, particularly with supervisors and managers, and keeping the team up to date with the current business situation will be key to this. Furthermore, adjusting to the changing attitudes of staff by encouraging hobbies and becoming more flexible may also benefit engagement. 

Offer employees the opportunity to grow and develop their career, even if you currently are not in a financial situation to promote and reward them. Letting employees know that their job is safe and there will soon be an opportunity to progress will also be key to maintaining employee engagement.  

Finally, take it upon yourself to have a one-to-one with every individual. It could be that their job role has changed as you’ve had to adapt your business offering. Set your expectations and give them personal goals and targets to work towards in this new role. Keeping everyone on board will be crucial in business regrowth post-COVID19.

KnowledgeHut

KnowledgeHut

Author

KnowledgeHut is an outcome-focused global ed-tech company. We help organizations and professionals unlock excellence through skills development. We offer training solutions under the people and process, data science, full-stack development, cybersecurity, future technologies and digital transformation verticals.
Website : https://www.knowledgehut.com

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The emergence of the pandemic has exposed our vulnerabilities in more ways than one. Accelerating our journey towards a digital transformation is the only way to cope with the new normal. Trends suggest that technological expertise, though important, is not the only skill you will need to survive the post-COVID tsunami.  The world is changing at an accelerated pace. Digitization was always on the cards but in the post-COVID world, its adoption and acceptance has become absolutely imperative for survival.  No one can say what the world will look like in a couple of years, but what is certain is that a momentous transformation is inevitable; and a workforce that wants to thrive in the future has to adapt and align itself with new ways of thinking and working.A decade back, a degree and moderate proficiency in a single technology stack was sufficient to ensure a productive career. But in the current world, success will belong to those who are committed to continuous learning and up-skilling.  Technology and frameworks are evolving at breakneck speed, and skills acquired even a year back are already obsolete. Agile ways of thinking and a flexible mind-set that is focused on growth will help to keep pace with the changing eco-system.  At the same time, just being technologically proficient will not help the millennial sustain a job. Along with gaining digital mastery one has to have proficiency in communication and social intelligence, resilience to change, and the ability to work in tune with a diverse group of people who share a common vision and goal.So what will organizations look for when hiring in the new economy? Skills can and do expire, and they need people who can keep up with the times. Gartner surveyed over 800 HR leaders across industries and regions, and 68% of them felt that building critical skills and competencies would be on top of their priority list for 2021.According to a McKinsey survey, these five skills will be a must-have for professionals who want to survive and succeed in the post-COVID hiring space. 1. Digital skillsTechnology has transformed businesses, imbuing them with speed, dependability, security and enhanced value. Every business now understands the value of strengthening its customer base with the use of technology.  But to win the tech battle, every employee must have the capabilities to tap into the new technologies that have been made available to teams. Unless talent is also scaled and made available across the board, the strategy to win the tech battle will be lost. The Future of Jobs Report from the World Economic Forum  states that approximately 54 per cent of employees will require reskilling and upskilling by 2022, as their existing skillsets would have become outdated.  According to Strategy&, a part of the PWC network, companies around the globe are in a race to adopt new technologies to help them cope with the competition. The report states that there is a global trend to accelerate investment in technologies such as blockchain, artificial intelligence and robotics.  The workforce of the future needs to keep learning and self-improving, adding to their repertoire the knowledge of new technology stacks and frameworks. The passion for continuous learning will help them connect with the vision of the company and move ahead with the rest. 2 Cognitive skillsOur learning from a very early age is geared towards enhancing our cognitive abilities. Cognition is our ability to gain, retain and analyse information and understand concepts. It builds in us reasoning and problem-solving skills.  Employees with high cognitive abilities are critical to help organizations navigate through turbulent times, deal with emerging challenges and think out of the box to foster innovation. As business models change and transform to fit the new normal, they must have the ability to assimilate themselves to the change and boost productivity.  The evolving workspace will require employees to make sense of a large number of things including the proverbial elephant in the room: ‘DATA’. Developing cognitive skills will help them to analyse data, recall conversations, numbers and goals and perform better at the workplace. Data science and analytics, which is the ability to use this data for business profits has long been among the most coveted skills in the technology landscape and has consistently topped emerging job trends statistics.  Higher cognitive abilities will help employees innovate and come up with insightful solutions and strategies that will help them to succeed through troubled markets. A Mercer | Mettl Talent Assessment Practices Report India shows that 53% of top companies have flagged cognitive ability as their primary focus area when it comes to hiring. 3. Social and emotional skills Many psychologists believe that the emotional quotient is more important than the intelligence quotient. People react in different ways to complexities and challenges, and feelings of loss of control, work anxiety, and thoughts of financial insecurity many be handled differently by employees.  While some may take these conflicting emotions in their stride, others may struggle with the emotional upheaval. Emotional skills are necessary to deal with ambiguous situations, align with change and transformation, and enhance communication and empathy.  A recent study found that about 82% of global companies deem it necessary to administer EQ tests for executive positions.  72% of these companies use the tests to gauge middle management talent, while 59% of companies give the tests to entry-level positions.  An employee with higher emotional skills can handle change better, and carry the entire team towards the goal. As your team grows, your ability to manage conflict, deal with different kinds of team members, and smooth out differences to ensure productivity will define your growth as a manager.  So will your ability to deal with and empathise with team members from different geographies and cultures, even remotely, reflect on your own growth and credibility as an effective leader.  4. Agile skillsIt takes strong leadership and organizational agility to respond to the increasingly volatile, uncertain, complex and ambiguous (VUCA) environments that the pandemic has thrown up. The unprecedented, never-before seen levels of confusion and chaos across industries has put leaders on edge, and decision making has been difficult to say the least. To tide through the situation, organizations and management must set in place business continuity plans and deploy an agile change management approach.   Research by McKinsey and the Harvard Business School concluded that companies that had successfully adopted agile ways of working pre-COVID-19 performed better and were able to move beyond the crisis far more rapidly than those that had not. Agile organizations were already equipped with processes and structures to combat uncertainty, such as cross-functional teams, sprints and reviews and clarity on requirements, outputs and outcomes.  Employees of Agile organizations, already used to navigating change, were able to adjust faster, and with less emotional turmoil. Even when it came to individual teams within companies, the research found that business units that had gone agile before the pandemic performed better, scoring higher on operational performance, customer delight, and employee engagement.  Having many efficient agile teams across an enterprise, and empowering them with the tools and processes they need to stay ahead of the game, makes it possible for the entire organization to survive, get to the other side of the pandemic and thrive. With the world turning increasingly digital, online learning is the way forward—and more organizations are turning to virtual learning platforms to help their employees stay updated with new-gen skills. 5. Adaptability and resilienceThe river birch tree is among the most resilient trees that is known to survive the roughest storms. How? Because it has a limb structure that bends and does not break. This allows it to withstand the gustiest of winds and the most torrential downpours. COVID has brought in winds of change and like the birch tree, the workforce needs to adapt and become resilient to tide through the aftershocks of the pandemic. Resilient organizations are able to respond well to any crisis and quickly set in place recovery measures that are undertaken together with employees and stakeholders. The management should adapt to the shift in mindset that is necessitated by the changes, and must make a plan for navigation through the implications of the crisis. They should empower employees to survive and move past the uncertainties caused by unfolding circumstances. Employees must be equipped to cope with the changing dynamics of the new-age workplace. They will need to operate remotely, collaborate across geographies, and adapt to innovation.  They should be given the opportunity to re-skill and upskill in latest technologies to keep up with the evolving times.Emotional stressors can be at an all-time high, and employees should have access to soft skills training that can help them to handle their situation with maturity and resilience.  Some of the ways in which managers can help employees to stay on track are through frequent team huddles to increase collaboration and fuel motivation, and peer-to-peer knowledge transfer sessions between team members to inculcate a culture of support through trying times.  Technology is evolving, businesses are transforming and adaptability is the key to survival.  Even before the pandemic,   the McKinsey Global Institute had reported that as many as 375 million workers—which roughly translates to 14 percent of the global workforce—would have to switch occupations in order to adapt, or acquire new skills in the next decade.  There may be reversals but what sets apart a resilient employee from the rest is the ability to bounce back and work with renewed zeal towards the path to success.  
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