lesson from lockdown

Five HR Lessons from Lockdown

By- Sourabh Munjal

During the lockdown, when businesses are not functional, production houses are closed, day to day processes are halted, organizations are feared as they are not able to meet their yearly targets. In some time everything will be perfect, and lockdown will over. The organization will get a lot of lessons in this pandemic lockdown. Everyone is talking about the production loss, financial loss, job loss, and making strategies to combat these and move on once lockdown is over. But we should take a lesson from this lockdown, the employee should be prepared for such situations. Organizations are supporting their employees and asking their Human Resource Managers to handle the situation to assign some work to employees so that they can meet some expenses. But Problem is that, we were not ready for such situation, few organizations like software development, can easily divert their work, and employee can work from home, but for others, where we are prone to do face to face work or in our office space only, it’s a surprising situation. With this lockdown organizations have learned new ways of working or we can say start opting for the work culture, they were ignoring before. With the changing vibes, HR needs to revamp their strategies to get maximum performance and employee satisfaction, not only in such drastic conditions but to remain to prepare for every time. 

1.      Innovation in Recruitment Process

No, we are not suggesting to recruit immediately for the people who can handle such a situation. First HR lesson of Lockdown suggesting that the organization should go with the modernization of the recruitment process. In the recruitment process, some phases can be done without moving from one place to another. The applicant can be called for a Skype interview; online tests can be taken to shortlisting. Thanks to technology, the test can be organized and monitored very easily. 

2.      Train employees to use technology

In every organization, employees are trained to perform better. The second lesson of Lockdown is to add in the training part. Manage the training session not only to train them on how to do a task perfectly but also how to finish a task when he/she not in the office. Many of the day to day activities can be done remotely through technology. Train your employees to use technology to complete the tasks. Customers can be contacted through telephonically, by digital means e.g. social media, video-conferences, etc. Reporting, documentation work can be done through personal laptops/desktops. 

3.      Compensation for work not for time spent in the office

The organization believes in 9 to 5 traditional work culture, and laws also advocate the same. Employees get the salary for the time rather than actual work. Lockdown lesson third is counting on the tasks, not the time employee is present in his / her cabin. Assign the tasks and let the employees do it in their way. This is not easy as saying, standardization of quantity and quality of work must be check, before shifting on time to task compensation strategy. 

4.      Build “Trust” Culture 

Trust is the foundation of any organization success. When employees are working remotely, no face to face contact is there, the only option is there to trust employees that they are working honestly. The trust culture is to be built, from both ends. Employees are not supposed to take advantage of employer freedom. Enforcement of trust culture requires the fair reporting and feedback mechanism that values the work and employer and employee can rely on its reliability and validity. 

5.      Implement Flexible work Arrangements 

Many organizations believed that, with the flexible arrangements, the productivity of an organization can affect due to misusage, but the lockdown’s fifth lesson taught that employee performance is mirrored with personal fulfilment. During this period organizations are seeing, reduced hours to complete halting and now most of them are working from home and organizations practising before this, are less affected. HR managers should coordinate the operational managers to find ways to implement flexibility wherever possible. Work from home is no longer, means to provide flexibility or benefits to the employee but it emerges as an asset for the organization to fulfil organizations demands.   

The above lessons are not be taught only in the tough times, these are to be practised regularly so that employees remain prepared for such a situation. Adoption of these methods will also provide other benefits, remote working is financial benefits, implementing flexibility helps in job satisfaction and better work-life balance. Compensation for the task rather than time, motivate the employee to be more productive and to learn innovative methods of doing work.