Video meetings have been commonplace for years, and the pandemic made them indispensable. Almost overnight, people had to get used to the Zoom meeting format: a Brady Bunch-style tableau of their colleagues’ faces, with speakers battling for control of the mic. After a while, it got exhausting.
COVID-19 shook the world when it arrived, and it has taught us a lot, both personally and professionally. Many employers faced a significant challenge at the beginning of the pandemic, not being able to access essential employee data (for example, contact information). The shift to remote work occurred almost overnight. Those who were not prepared, quickly realized that they needed an HR Information System (HRIS) they could access virtually.
A frequent question our clients have been asking is what to do with compensation now that their workforce is remote and choosing to relocate.
As one year ends and another begins, it’s the ideal time to start preparing for the challenges ahead. There are some standard things to put in any preparedness checklist, such as reviewing your staffing plan, ensuring open enrolment is working, and talking to department leaders about their resource and training needs. But after the extraordinary events of the past year, you may need to include some additional items to your checklist.
Deliverables are due, there are nine fires that need tending right this second, the phone is ringing, and you have over 100 unread messages in your inbox. With everything you and your employees need to get done today, how do you also ensure utilization of your Learning Management System (LMS)?
Throughout the Covid-19 crisis, people spoke about the idea of a “New Normal” without ever really defining what it means. Everyone knew that the pandemic had changed things forever, and that we would all have to learn new ways of working and communicating. This idea of the New Normal acted as kind of a placeholder, representing all those processes that we would figure out in the future.