Dr. Amelia F. Zwecher is a certified human resources senior-level executive of talent acquisition, retention, and employee engagement for a nonprofit organization, an adjunct professor for eight years at numerous institutions, and an academic consultant for doctoral and master-level students globally.
During unprecedented times, an overwhelming amount of businesses have extended work for home orders to employees. It’s an understatement to say that engaging remote workers during the coronavirus pandemic is challenging. Once the vaccines reach a majority of the population, cases decrease, and public officials lower restrictions, BusinessWire (2020) stated that more than 80% of global businesses are estimated to return to the workplace.
Employers must begin developing actionable plans to reacclimate staff to the new normal in the office. SHRM (2020) noted that many organizations surveyed staff on their perspective about working remotely, work-life balance, and returning to the workplace. Leadership will need to reconsider policies, procedures, and benefits, especially those affected by the pandemic. People’s needs and expectations have changed. What has attracted qualified candidates to organizations in the past may not attract the same individuals now. Employers should lead with the idea of recreating a healthier and more resilient culture. How can we try to accomplish this?
Employers must begin developing actionable plans to reacclimate staff to the new normal in the office."
Consider building larger onboarding teams to help current employees, new hires, and recent hires meet company standards and adjust to the company culture. Many organizations do not have a large human resources department or talent acquisition staff to help department heads onboard new hires. Employees during the pandemic are stressed and seeking stability from their employers.
Every move an employer makes during this critical time is a blueprint to their future and company brand. Maya Angelou posited, “I've learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.”
Identifying top team leadership to help drive results in the reacclimating staff to the workplace is critical. Here are seven essential qualities to consider when selecting team leaders in your COVID-19 rebuilding process plan:
- Goal-oriented and mission-driven
- Networking skills and knowledge of company-wide career navigation
- Confident, mature, and motivated to succeed
- Appreciates and contributes the community
- Exhibits leadership skills and has a competitive nature
- Strong communication skills
- Proven teamwork skills
Many of the essential qualities listed about are excerpts from “A Phenomenological Study of Female Former Team-Sport Athletes in Their Nonathletic Career Navigation.”
The views expressed are those of the author and do not necessarily represent the views of any other person or entity.
