riven by the COVID-19 crisis, 2020 was rich in challenges! The HR department found itself in a unique position with this pandemic that continues to impact personal and professional lives. New measures were implemented. Some trends emerged, others became obsolete. At a time when expectations and behaviors are changing and moving toward more transparency, companies must leverage this crisis to shape the future. What is certain is that in such an uncertain environment, it is essential to embrace change!
To see things a little more clearly, here are the main HR trends you should follow in 2021 to move forward in a healthy way:
Trend number 1: the impact of new technologies and the virtual world
It is undeniable that this health crisis has changed the game when it comes to new technologies. They are viewed positively and are a source of opportunities. The digitization of work has been accelerated, with more robots and artificial intelligence. Companies have digitalized their internal processes faster, and the future of work arrived without us even realizing it. The pandemic has clearly not stopped innovation — it has even amplified it!
Note: new technologies are inseparable from the future of organizations!
However, how fast should we act? To meet the challenges, companies must constantly innovate, invent, and redefine!
Furthermore, we have moved from physical offices to virtual offices, and this is not about to stop! The use of collaborative platforms integrating artificial intelligence helps employees in their daily tasks. This automates certain tasks and consequently boosts their motivation and efficiency.
Also, remote work has made the migration to the cloud necessary. The transition has become a vital urgency and an unavoidable choice for all companies, because those that fail to adopt new collaboration methods will eventually disappear. However, beware — there are obstacles when moving to the cloud, notably the cost of migration.
Finally, in the distant future, companies that do not leverage new technologies will not remain competitive compared to others, and some of them are clearly not ready to embark on this digital revolution.
Trend number 2: structured remote work
While in the past, French companies had difficulty authorizing it, today remote work has become widespread! Indeed, in 2020 it was implemented as an emergency measure. In 2021, companies have taken the time to organize it and are even considering adopting it permanently. It is not without consequences, as it disrupts how the company operates.
However, companies have understood: to be effective, remote work must be formalized, planned, and supervised! It should become an acceptable and viable organizational model. A recent study even showed that a certain number of remote work days per week could increase employee performance and well-being. It also helps establish a relationship of trust with employees.
Warning: isolation must be taken into account, as well as the potential disruption of teams!
Ultimately, permanently including it in a detailed company policy would be a significant advantage!
Trend number 3: taking workplace well-being into account
In these troubled times due to COVID-19, the concept of workplace well-being takes on its full meaning, and the key to a company’s success inevitably involves the care given to its employees. This year, even more than any other, reflection is needed to preserve or even improve their well-being, and the HR function must focus on this subject. How? By deploying, for example, a collaborative platform to simplify communication and remote collaboration.
It is also important to recognize the efforts made and to value their investment. Employees must feel supported. Don’t hesitate to take an interest in their results. Some companies have opted, for example, for implementing relaxation moments and even encourage their employees to take regular breaks.
Also, it is important to assess their morale and discuss what is going well and what is not.
Finally, transparency and trust must be the guiding principles! In this regard, let us remember that well-being and quality of life at work are genuine drivers of motivation and productivity.
Trend number 4: exercising leadership remotely
The year 2020 was not without consequences on management, and this crisis period is an opportunity for managers and employees to reinvent themselves. Management methods and the manager’s role are being shaken up, and they must appear even more than usual as a “facilitator” — but above all, more human! However, how do you create remote leadership in times of crisis? What employer/employee trust model should be adopted?
The objective is twofold: both to avoid pitfalls that could weaken leadership and to determine best practices so that managers can develop their leadership.
One of the first things to do is to adopt trust-based management and create new daily communication rituals for remote work to maintain social bonds. It is also imperative to explore other ways to motivate and find satisfaction in work beyond existing ones.
If we had 3 pieces of advice to give managers, they would be:
- Share your uncertainties;
- Empower your teams
- Be flexible;
Furthermore, this pandemic brings values such as kindness, active listening, and solidarity back to the forefront. At this point, the main objective is to find a balance between employee well-being and the company’s long-term economic development. Reconciling distance and proximity is the real challenge for managers! However, beware: some managers will want to control everything, and that is not the right approach. Don’t let the crisis take over your leadership!
Trend number 5: reskilling for tomorrow
For 2021, it is absolutely necessary to capitalize on the skills assets of employees. Indeed, the current observation is that the pandemic is causing some concerns among employees, particularly regarding the content of their work. It is imperative for companies to review, for example, their online training offerings, in the absence of in-person training, to continue developing their teams.
Also, they must implement employee support programs to help them upskill in their current positions. Upskilling and reskilling are becoming predominant topics.
Furthermore, it would be interesting to implement, for example, the 360-degree annual review and also a soft skills mapping. Companies must anticipate the future and above all not remain focused solely on immediate needs! This is also the time to consider potential career changes or employee mobility. Innovation takes on its full meaning here!
Note: some companies have implemented platforms to identify missing skills needs with the aim of improvement!
Furthermore, it must be admitted that we cannot have answers to all questions. The HR function must imagine innovative and inspiring training programs that allow for continuous learning. We expect it to be creative and to redouble its efforts to stay the course!
Finally, we should mention the transformation of the HR function, which is not a new topic. But in 2021, it takes an unprecedented turn! HR has been called upon to reinvent itself in a very short timeframe. HR communication has emerged as a major element of this function. Numerous challenges must be met, notably rethinking the work collective, and everyone must contribute! Generally speaking, the health crisis has had unexpected effects.
Ultimately, while the health crisis has profoundly disrupted the world of work, it is also a source of new developments. The new HR trends are here to stay and promise to materialize in 2021! The HR function is transforming at lightning speed and remains the guardian of all these trends. So what are you waiting for? Implement them now!
