According to a study, following COVID-19, 48 percent of employees will likely work remotely at least part of the day, up from 30 percent before the epidemic. Examine the basic skills employees will need to collaborate digitally as companies shift to increasingly remote work environments, and be ready to change employee experience efforts. Consider whether and how performance goal-setting and staff assessments should be shifted to a remote setting.
According to a study, 16% of companies are increasingly employing technology to monitor their employees, including virtual clocking in and out, tracking work computer usage, and monitoring employee emails or internal communications/chat. While some businesses track productivity, others track employee engagement and well-being in order to gain a better understanding of the employee experience.
Numerous people have lost their jobs as a result of the pandemic’s economic uncertainties, while others have been exposed to nonstandard work practices for the first time. Many companies cut their contractor budgets in response to the pandemic’s economic impact, although this has subsequently changed. Organizations will continue to use contingent workers to preserve more flexibility in workforce management post-COVID-19, according to research, and may consider implementing other job patterns witnessed during the epidemic, such as talent sharing and 80 percent pay for 80 percent labor.
Employers are increasingly taking an active part in their employees’ financial, physical, and mental well-being as a result of the pandemic. Enhanced sick leave, financial aid, altered hours of operation, and child care provisions are all examples of support. Some organizations aided the community by moving operations to produce items or providing services to aid in the fight against the epidemic, as well as donating community relief funds and free community services. The current economic crisis has also pushed companies’ perceptions of employee experience to new heights.
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