Remote working has been a massive success in the past year. But now that the vaccine is rolling out, employers are looking at ways to ditch Zoom calls and return to the office. There’s just one problem: not everyone wants to go back. And it’s causing tension at some companies.
On Friday, February 5, 2021, Helios HR hosted the Human Capital Impact Forum: Future-Proof Your People Strategy for 2021. The virtual event brought together over 150 HR and C-level leaders and was moderated Helios HR’s President, Ethan Gill, and included panelists: Monica Dalwadi, Managing Partner at Baker Tilly; Erin Ogburn, Chief People Officer at Kearney & Company; and Vandana Sinha, Editor-in-Chief at the Washington Business Journal.
360-degree feedback reviews are the HR equivalent of a full-body CT scan. They’re both intensive, highly revealing, and they can make the subject feel a little claustrophobic. But they’re also terrific tools for finding out precisely what makes a person tick.
2020 saw something of a boom in executive coaching. CEOs and senior management found themselves trying to navigate a turbulent, pandemic-struck world, with no one to turn to for guidance. Coaches offered calm, objective support and helped leaders to develop survival strategies on the fly.
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.
Is Your Organizational Culture Changing Because of COVID-19? Needless to say, the COVID-19 pandemic has incited a lot of change in organizations – changes in the way people work, the way companies communicate, and what the work environment looks like, among many other things. On a positive note, many of these changes have allowed organizations to revisit programs or policies that may now be out-of-date and make adjustments to fit the shift to a largely remote workforce.