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How the Coronavirus Has Changed the Future of Work

Here's what you can expect your leadership role to evolve in the new normal.
网盟彩票平台注册How the Coronavirus Has Changed the Future of Work
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It only took a couple of months for the pandemic, at least half of the time. Since then, according to research from , 61 percent of the workforce is working from 网盟彩票官网. Even more astounding is that 53 percent of employees began doing so because of COVID-19. And, guess what? They’re more productive and communicative.

Because of this, expect flexible working arrangements to become the norm rather than just a trend. Twitter recently announced that most employees would be able to WFH permanently, and even more traditional companies like Barclays and Morgan Stanley have implemented this policy.

"It's obvious at this stage that remote working will be viewed with entirely new importance post-COVID-19," Ben Rogers, president of platform and technology clients at the National Research Group (NRG). "Investments in platforms and technology will need to be made to maximize efficiency in this new paradigm.”

Does this mean employees will never leave their 网盟彩票官网s again? Of course not. They may visit the office one or two days a week for in-person events. Also, there will be some jobs where working remotely isn’t an option. But, we can be certain that the days of the traditional 9-to-5 daily grind are behind us.

Say goodbye to many in-person meetings.

Because of the coronavirus, virtual meetings have become more popular than ever. And just like remote work, expect the trend to become the new normal. We've seen Zoom pick up in a big way and many significant innovations with other virtual meeting platforms. COVID may also lessen a lot of business travel.

But, don’t just expect an uptick in video conferences. Anticipate and instant messages. No disrespect to face-to-face interactions, but these types of communications will likely be faster and more efficient. But, when it’s time to build rapport, rely on video conferences and try out team-building activities like .

Related: , "we must all ask ourselves: How can we tap into the broader ecosystem of talent to build the resilience of both organizations and people during these challenging times?”  

The answer? “One innovative response is to develop a cross-industry talent exchange.”

What exactly is this? Well, it’s where unemployed people, because of this crisis, temporarily work at “organizations that have an excess of work,” such as logistics. Why is this beneficial? It helps avoid “the frictional and reputational costs associated with letting people go while supporting workers in developing new skills and networks.”

Companies like Kroger, for example, have “borrowed” furloughed employees from the wholesale food distributor Sysco. “Months earlier in China网盟彩票, companies also creatively started sharing employees,” the authors add. “In these arrangements, the companies receiving employees define which skills they’re looking for,” explain Jesuthasan, Malcolm, and Cantrell. “They then work with the companies sharing their employees to define the length of the exchange as well as the implications for pay, benefits, and insurance.”

Adaptable, agile and innovative companies will thrive.

Which companies are going to come out of the pandemic relatively unscathed? It’s going to be those with a work-at-网盟彩票官网 model. Obviously, this is because they have limited fixed costs, such as real estate, and they’re light enough that they can change directions if they must.

But, it’s not all doom and gloom for businesses with physical locations or products. Case in point: distillers that have pivoted from making spirits to hand sanitizer. Or, clothing companies now making masks to meet the demands of customers. Another example would be offering online services. Take a gym, as an example. Clients could pay for virtual training sessions instead of physically going to the gym. 

Related: may be the better option.

“The role of leaders will shift to further attention on empowering their employees, energizing them around a common mission, and measuring the outcomes of their work,” Bill George, author of Discover Your True North. “Instead of measuring employees’ inputs, companies will shift to results and forward-looking metrics like market share and customer feedback.”

Related:  of employee and company priorities. While we are still in COVID and may be stranded for some time to come, keep working on making sure your team is doing well mentally and physically. like the one being discussed in the UK.

Expect face masks to be worn around the office. Watch for the rebels and bullying that happens in the circumstances to make others feel foolish about their mask-wearing.

Additionally, you may need to assist your team with their mental health — regardless of whether they come into work or work remotely.

“On an individual level, unfortunately, there are some people who are going to face post-traumatic stress,” Adam Grant, a professor at the Wharton School. “The encouraging news psychologically is over half of people report a different response to trauma, which is post-traumatic growth.”

“Post-traumatic growth is the sense that I wish this didn't happen but, given that it happened, I feel like I am better in some way,” explains Grant. “It might be a heightened sense of personal strength." Or, "it could be a deeper sense of gratitude; it could be finding new meaning, or investing more in relationships.”

To assist with this, show empathy and reduce the stigma surrounding mental health. You should make sure that your insurance plan covers therapist visits, and you can refer them to teletherapists, apps like Headspace or crisis hotlines.

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