New technology, demographic developments, and the impact of Covid-19 on the labour market have fundamentally changed the way businesses operate and the types of skills their employees require to succeed in this new era of work. Nearly half of employers anticipate reducing their full-time employment by 2020 as a result of automation, while more than half of all employees would require major re- and upskilling. These trends have been compounded by the Covid-19 crisis, which has increased the need for large-scale, well-informed, and collaborative responses.

This has produced fertile ground for the creation of cutting-edge large-scale upskilling, reskilling, and redeployment projects. Given that upskilling and reskilling at scale can enhance the economic dynamism of businesses while also creating an ecosystem that ensures all workers are employable and productive in the new world of work, companies have both an opportunity and a mandate to be in the driver seat of this transformation.

Working from Home

If there’s one thing the global epidemic has taught employees, it’s that it is feasible to work efficiently from home. Sure, Zoom, Webex, and Teams meetings can be tedious, and kids occasionally show up at meetings, learning how to deal with unpleasant situations. Employees have shown, however, that they can focus while working from a comfortable living space. After more than a year of doing so, many people will be unwilling to return to work full-time.

A New Approach to User Adoption

All too frequently, departments or entire organisations implement new technology that people don’t want, don’t need, or don’t know how to utilise. Employees are frequently given minimal training on new technology but are expected to use it in their regular work. This is definitely ineffective.

Instead, businesses should involve employees in the purchasing process. Take their suggestions into consideration and identify the answer that best meets their requirements. After that, firms can begin to use the solutions once they’ve been purchased. This increases user adoption and makes it easier to spot areas where the transformation isn’t performing as well.

When you’re empowered, you’re empowered

When it comes down to it, employee engagement is all about empowering people to feel valued members of the team, not merely content with their work. Unfortunately, one out of every four people plans to hunt for a job with a new company once the pandemic is over, owing to a lack of workplace empowerment—a lack of progression, upskilling chances, and other factors. Upskilling efforts have been launched by companies like Amazon, Salesforce, Microsoft, AT&T, Cognizant, and others to enable employees to rise to new positions, regardless of their position within the firm. These businesses are actively involved in their employees’ lives and are assisting them in their development.

Prior to the epidemic, only 24% of organisations considered employee engagement to be a priority. Following the pandemic, the figure rose to approximately 36%. To be honest, that’s still abysmally low! It’s obvious logic that engaged personnel will do a better job for a company.

This is a critical juncture in the business world. Annual employee engagement surveys aren’t going to cut it at this moment in history. Your employees are the ones who have kept your companies afloat. Focusing on the above employee engagement strategies will go a long way toward increasing your employees’ dedication to your organisation and, as a result, your firm’s success.

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